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Sample records for aecb staff review

  1. AECB staff review of Pickering NGS operations for the year 1988

    International Nuclear Information System (INIS)

    The operation of Pickering NGS-A Units 1-4 and Pickering NGS-B Units 5-8 are monitored to ensure compliance with licensing requirements by the AECB Pickering project office staff. This report presents AECB staff's review of major licensing issues and of the operational performance of Pickering NGS during 1988. The report is limited to those aspects that AECB staff considers to have particular safety significance. More detailed information on routine performance is contained in Ontario Hydro's 1988 Quarterly Technical Reports for Pickering NGS-A and Pickering NGS-B

  2. AECB staff review of Bruce NGS'A' operation for the year 1987

    International Nuclear Information System (INIS)

    This report presents AECB project staff's review of major licensing issues and of the operational performance of the station during 1987. Ontario Hydro reports and official correspondence and observations on AECB staff at site have been taken into consideration. The report is limited to aspects of the station performance that AECB staff considers to have a safety significance. Where significant developments associated with issues addressed in the report occurred in the early part of 1988 (up to the time of writing), these are mentioned where appropriate. Ontario Hydro's Quarterly Reports for 1987 contain detailed technical information on the performance of the station, individual units and unit systems. It is the opinion of AECB project staff that despite a number of commendable actions and achievements which are identified in this report, the performance of the station in 1987 was only marginally satisfactory and less satisfactory than in 1986. This assessment is supported by key performance indicators such as the number of reportable significant events, the number of events caused by or influenced by human error and the reactor trip frequency, all of which exceeded 1986 levels, and also by the lack of satisfactory progress made during the year on actions to address the findings of the Fall '86 AECB Assessment of Operating Practices. AECB staff considers that the outstanding operations and maintenance problems that were identified in the 1986 Assessment are due, in part, to an ineffective quality assurance program, and in part to a shortage of resources

  3. AECB staff review of Bruce NGS 'A' operation for the year 1988

    International Nuclear Information System (INIS)

    AECB project staff believes that overall performance of the station in 1988 was generally satisfactory and better than in 1987. However, this assessment is not supported by some of the key performance indicators, although the indicators in areas where AECB staff had specific concerns do support it. For example, the percentage of reported significant events attributable to human error, the number of operating memos beyond the review date, scheduled emergency drills completed, the number of completed reactor trips all show a significant improvement over the 1987 value. In addition, AECB staff has been encouraged by the licensee's implementation of effective review processes for operator and maintenance call-ups, routines and deficiencies, and the establishment of supervisor inspection tours and operator rounds programs. Nevertheless, it is the opinion of AECB staff that to achieve standards of operation which would be considered fully satisfactory, the backlog of maintenance work must be reduced, the quality of work performed in the plant improved, and assurance provided that the required quality standards are being consistently achieved and maintained

  4. AECB staff annual report of Pickering NGS for the year 1990

    International Nuclear Information System (INIS)

    The operation of Pickering NGS-A Units 1-4 and Pickering NGS-B Units 5-8 is monitored to ensure compliance with licensing and safety requirements by the AECB Pickering project office staff in cooperation with AECB staff in Ottawa. This report presents AECB staff's review of licensing issues and of the operational performance of Pickering NGS during 1990

  5. AECB staff review of Bruce NGS 'A' operation for the year 1989

    International Nuclear Information System (INIS)

    The operation of the Bruce Nuclear Generating Station 'B' is monitored and licensing requirements are enforced by the Atomic Energy Control Board (AECB). This report records the conclusions of the AECB staff assessment of Bruce NGS 'A' during 1989 and the early part of 1990. Overall operation of the station met acceptable safety standards. Despite numerous problems and technical difficulties encountered, station management and supervisory personnel acted with due caution and made decisions in the interests of safety. There was evidence of improvement in a number of key areas, supported by pertinent indicators in the objective measures table. The extensive inspection and maintenance programs carried out during the year revealed the extent of component deterioration due to aging to be larger than expected. Hydrogen embrittlement of pressure tubes, erosion/corrosion of steam and feed water valves, heat exchanger tubes and piping, fouling of boilers and heat exchangers, and environmental damage of electrical equipment are examples. Continued aging of plant equipment and its potential for reducing the margins for safe operation must be taken into account by Ontario Hydro in establishing priorities and target dates for completion of actions to resolve identified problems at Bruce NGS 'A'. (2 tabs.)

  6. AECB staff annual report of BRUCE NGS 'A' for the year 1990

    International Nuclear Information System (INIS)

    This report presents the AECB staff review of major licensing issues and the operational performance during 1990. In addition to the Quarterly Reports, other Ontario Hydro reports, official correspondence and observations of the AECB site staff have been taken into consideration. The report is limited to those aspects of station performance that AECB staff considers to have some safety significance. Where items of significance, associated with issues addressed in the report, occurred early in 1991 these are also mention

  7. AECB staff annual report of Point Lepreau G.S. for the year 1990

    International Nuclear Information System (INIS)

    This report is a review by AECB staff of the operation of Point Lepreau Nuclear Generating Station during 1990. The review is based on information contained in the various documents submitted by New Brunswick Power under the terms of the Operating Licence and on information gathered by AECB staff during routine site monitoring, inspections and audits

  8. AECB staff annual report of Darlington NGS 'A' for the year 1990

    International Nuclear Information System (INIS)

    This report presents the AECB staff review of major licensing issues and of the operational performance of the station during 1990. In addition to the reports mentioned above, other Ontario Hydro reports, official correspondence, and observations of AECB site staff have been taken into consideration. The report is limited to those aspects of station performance that AECB staff consider to have some safety significance. Developments of significance associated with issues addressed in the report that occurred in the early part of 1991 are also mentioned

  9. AECB staff annual assessment of the Bruce Heavy Water Plant for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. Heavy water is an essential part of Canada's nuclear industry and the AECB regulates its production. The AECB staff assess every facilities performance against legal requirements, including the conditions in the operating licence issued. All aspects of the facility's operation and management are reviewed and each facility is inspected. This report is the AECB staff assessment of the operation of the Bruce Heavy Water Plant during 1996. The operation was safe in 1996 and Ontario Hydro complied with the regulations. The emergency response capability was found satisfactory

  10. AECB staff annual report on Pickering NGS for the year 1989

    International Nuclear Information System (INIS)

    This report presents a review of major licensing issues and the operational performance of Pickering NGS-A (Units 1-4) and Pickering NGS-B (Units 5-8) by the staff of the Atomic Energy Control Board (AECB) during 1989. Operations are monitored to ensure compliance with licensing requirements. This report is limited to those aspects that AECB staff consider to have particular safety significance. The number of infractions of the operating licence and the AECB Regulations doubled in 1989 compared to 1988. Three workers were exposed to radiation doses in excess of the regulatory limits. The AECB also found inadequate procedural compliance and an unacceptable level of housekeeping. Performance also requires improvement in response to AECB Health Physics appraisals; surveillance of systems by the Technical Section; chemical control performance; response to outstanding AECB action items; availability of special safety systems; operating memos, jumper records, call-ups and deficiency reports in effect; and fire fighting capability. Ontario Hydro has initiated a number of programs that are expected to result in improvements in these areas: an in-service station quality improvement plan; a program to improve and give assurance of compliance with the AECB Regulations, the operating licenses and the Operating Policies and Principles; a housekeeping and material condition improvement plan; and an action plan undertaken following radiation over-exposures. Given adequate resources and management support these programs should result in a noticeable improvement in station performance in 1990

  11. Consolidated results of the AECB staff's detailed review of Ontario Hydro Nuclear's integrated independent performance assessment and safety system functional inspection findings

    International Nuclear Information System (INIS)

    In January 1997, Ontario Hydro announced that a team of nuclear industry experts from the United States, called the Nuclear Performance Advisory Group (NPAG), had been employed to help manage its nuclear program and to implement needed improvements in Ontario Hydro Nuclear (OHN) operations. In the spring of 1997, NPAG initiated a series of detailed reviews of OHN's operations, at its Pickering, Bruce and Darlington nuclear generating stations and in OHN's Head Office groups. These reviews, called 'Independent Integrated Performance Assessments' (UPA) and 'Safety System Functional Inspections' (SSFI), were carried out in April and May of this year with the objective of developing 'an integrated, accurate, and comprehensive understanding of the performance of OHN'.They were conducted in response to a request from the President of Ontario Hydro for a 'brutally honest' assessment of Ontario Hydro Nuclear. NPAG has since been integrated into Ontario Hydro's line organization. Ontario Hydro's Board of Directors received the results of the IIPAs and SSFIs and an Ontario Hydro report titled Basis for Continued Operation on August 12, 1997. AECB staff has been reviewing the reports containing these results since receiving them at that time. The conclusions of these studies are extremely critical of the management of Ontario Hydro Nuclear. They identify a large number of shortcomings in the operation and maintenance of the nuclear generating stations. Ontario Hydro states in the IIPA and SSFI reports that the reports are, by design, negative in slant and emphasize the weaknesses in performance rather than the strengths. The reports conclude that the stations can continue to operate safety while the near and long term improvements are implemented. This report contains the consolidated results of the AECB staffs detailed review of the IIPA and SSFI findings. (author)

  12. AECB staff annual assessment of the Point Lepreau Nuclear Generating Station

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Point Lepreau Generating Station in 1996. Point Lepreau operated safely but the worsening trends in NB Power's safety performance leads to the conclusion that urgent action is required. NB Power is required to report formally to the AECB on progress with measures to improve safety management every six months. Further licensing action will be taken on NB Power if it fails to make the improvements

  13. AECB staff annual report of Pickering NGS for the year 1991

    International Nuclear Information System (INIS)

    The AECB Pickering project staff, in cooperation with AECB staff in Ottawa, monitor the operation of Pickering NGS-A units 1-4 and Pickering NGS-B units 5-8 to ensure that Ontario Hydro operates the station in compliance with the licensing and safety requirements of the Atomic Energy Control Board. This report presents the review of licensing issues and station performance during 1991. Improvement over 1990 station operation occurred in the following areas: availability of special safety systems; reduction of the station external dose; reorganization of station management to improve focus; station chemistry; housekeeping and material condition; fuel handling capability; training of operators and maintenance staff. However, little change occurred and improvement is still needed in the following: compliance with operating licence; system surveillance program; station maintenance; environmental qualification; radiation emergency response; fire and rescue emergency response; limited capability to predict and prevent equipment failures such as the boiler tube failure on unit 5. (L.L.)

  14. AECB staff annual report on Point Lepreau G.S. for the year 1988

    International Nuclear Information System (INIS)

    AECB staff considers that the station has been operated and managed in a safe manner during 1988. The staff is satisfied that the NBEPC is proceeding properly towards resolution of any ongoing or outstanding work identified in this report

  15. AECB staff annual assessment of the Darlington Nuclear Generating Station for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of safety at the Darlington Nuclear Generating Station for 1996. Ontario Hydro operated the station in a safe manner in 1996. All four special safety systems were fully available 100 percent of the time. There were more problems that affected the safety support systems in 1996 than in the previous year

  16. AECB staff annual assessment of the Bruce B Nuclear Generating Station for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Bruce Nuclear Generating Station B for 1996. It was concluded that Ontario Hydro operated Bruce B safely in 1996. Although the Bruce B plant is safe,it was noted that the number of outages and the number of secondary and tertiary equipment failures during reactor unit upsets increased. Ontario Hydro needs to pay special attention to prevent such a decrease in the safety performance at Bruce B

  17. AECB staff annual assessment of the Bruce A Nuclear Generating Station for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Bruce Nuclear Generating Station A for 1996. Ontario Hydro operated Bruce A safely in 1996, maintaining the risk to workers and the public at an acceptably low level. Special safety system performance at Bruce A was adequate. Availability targets were all met. Improvement is needed to reduce the number of operating licence non-compliances

  18. AECB staff response to the environmental impact statement on the concept for disposal of Canada's nuclear fuel waste

    International Nuclear Information System (INIS)

    The Environmental Impact Statement (EIS) on the Concept for Disposal of Canada's Nuclear Fuel Waste was released in October 1994 (AECL,1994) in response to the guidelines issued in 1992 by a Panel formed to evaluate this concept (Federal Environmental Assessment Review Panel, 1992). This response is primarily a statement of deficiencies and thus focuses on the negative aspects of the EIS. The staff review of the EIS was based on the AECB mandate, which is to protect human health and the environment and as such was focused on technical issues in the EIS. These were performance assessment of the multiple barrier system, environmental impacts, concept feasibility, siting, transport and safety as well as general issues of regulatory policy and criteria. The EIS and its supporting documentation have been the sole basis used to judge whether AECB staff expectations of the EIS have been met. The staff response (Part II) considers whether an issue is addressed appropriately and adequately, while taking account of the generic and preliminary nature of the concept. The overall conclusion that AECB staff have drawn from the technical review of the EIS is that the EIS, by itself, does not adequately demonstrate the case for deep geological disposal for nuclear fuel waste. However, AECB staff believe that the EIS information, in combination with a variety of generic national and international assessments, has provided confidence that the deep geological disposal concept is safe and viable. 74 refs

  19. Promoting a learning culture to maintain the nuclear safety competence of AECB staff

    International Nuclear Information System (INIS)

    In the Canadian regulatory approach, the safe operation of a nuclear installation is primarily the responsibility of the operator. The mission of the Atomic Energy Control Board (AECB) is to ensure that the use of nuclear energy does not pose unnecessary risk to workers, the general public and the environment. The AECB fulfills this responsibility through a comprehensive licensing framework in which compliance with regulatory standards and requirements is assured through systematic safety assessments, inspection and enforcement. These responsibilities require regulatory staff with specialized academic backgrounds and work experience related to the industry. In the past, the AECB readily attracted and retained the qualified personnel needed to ensure nuclear safety competence. However, several factors are now altering this situation. Anticipated retirement in the years ahead among the current generation of staff will result in significant losses of corporate knowledge and experience. In addition, the stagnation of the domestic nuclear power industry has impacted significantly on the recruitment of suitably qualified replacement candidates. Many Canadian universities have had to reduce their nuclear programmes as fewer undergraduate and postgraduate students choose a nuclear career option. In these circumstances, maintaining the AECB's nuclear safety competence requires a more systematic and deliberate approach. This paper describes the measures that the AECB has taken and is planning to take to promote a learning environment, and to assist staff in establishing and maintaining their knowledge and skills. (author)

  20. AECB staff annual assessment of the Bruce B Nuclear Generating Station for the year 1995

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board (AECB) staff assessment of reactor safety at the Bruce Nuclear Generating Station B for 1995. Our on-site Project Officers and Ottawa-based specialists monitored the station during the year. AECB staff conclude that Ontario Hydro operated Bruce B safely in 1995. Radiation doses to workers and the public were well below the legal limits and remained well within Ontario Hydro's internal targets. Worker radiation doses increased slightly but were comparable to previous years. 7 tabs., 3 figs

  1. Atomic Energy Control Board (AECB) staff assessment and views of current maintenance practices of a four unit CANDU plant

    International Nuclear Information System (INIS)

    This paper discusses the AECB practices in assessing maintenance activities at one four unit CANDU nuclear plant.-it outlines the authority of the AECB in enforcing the licence condition concerned with maintenance, and how this is interpreted by AECB site staff to measure and report maintenance activities. The AECB staff attaches great importance to proper maintenance as it affects safe operation. Programs used by the licensee staff to identify safety important components, or to predict degradations and failures are of particular interest. In our experience, the application of such programs has been generally good. However, their integration into an overall maintenance scheme can be improved, and the possibilities of integration are not well understood. This paper includes examples of such integration to illustrate our views and to highlight the resultant benefits that AECB staff believes are possible. (author)

  2. AECB staff annual assessment of the Point Lepreau Nuclear Generating Station for the year 1994

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board assessment of safety at Point Lepreau Generating Station for 1994. AECB on-site Project Officers, and Ottawa based specialists monitored the station throughout the year. The station operated safely during 1994. Performance of the special safety systems was very good, and NB Power made important progress improving the safety management of these systems. NB Power staff failed to comply with the conditions of our Operating Licence seven times during 1994. This is an improvement from last year, but the number of compliance problems is still too high. NB Power introduced safety culture training for its staff last year. AECB is optimistic that this will help to improve compliance. The station fully met the radiation safety requirements during the year. Releases of radioactive material to the environment are well below the limits set. Radiation exposure to workers are being well controlled, and AECB believe that NB Power is maintaining these exposures 'As Low As Reasonably Achievable' for this reactor type

  3. AECB staff annual report of Bruce A NGS for the year 1991

    International Nuclear Information System (INIS)

    In this report on Bruce A operations during 1991, AECB staff itemizes non-compliances with the operating licence. Non of the violations that occurred at Bruce A resulted in any significant threat to public safety or well-being. There were no exposures of workers to radiation in excess of the regulatory requirements; however, there have been instances of uncontrolled contaminated areas and spread of contamination in the station. Releases of radioactive material to the environment were much below target. The performance of the four special safety systems has been good, with the exception of shutdown system number two on Unit 3. A review of significant event reports and their causes has revealed an apparent lack of a system by which operations and maintenance work is verified as having been carried out correctly. There is a large backlog of maintenance work. Initiatives have been taken to correct this problem. Two important safety issues are discussed in detail. These are the chronic problem of leaking boiler tubes, and the potentially serious problem of fret marks on pressure tubes caused by abnormal fuel support. (Author)

  4. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1994

    International Nuclear Information System (INIS)

    The Pickering Nuclear Generating Station (PNGS) is located on the north shore of Lake Ontario, about 32 km east of downtown Toronto. It consists of two stations, PNGS-A and PNGS-B. Each station contains four reactor units. PNGS-A consists of Units 1 to 4, while PNGS-B consists of Units 5 to 8. Each unit can generate about 540 megawatts of electricity. All eight units are located within a single enclosure. Ontario Hydro's Pickering Nuclear Division has assigned one Station Director with authority over both stations, but each station has its own organization. AECB issue a separate operating licence for each station. This report presents the Atomic Energy Control Board staff assessment of the Pickering stations' safety performance in 1994 and other aspects that they consider to have significant impact on nuclear safety. AECB based their conclusions on their observations, audits, inspections and review of information that Ontario Hydro submits to them as required by the station Operating Licences. 11 tabs., 8 figs

  5. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Pickering A and B Generating Stations for 1996. PNGS-A and PNGS-B operated safely during 1996. Although the risk to the workers and the public is low, major safety related changes are necessary at the stations and the sustainability of those changes needs to be demonstrated. Improvement is needed by Ontario Hydro in meeting the time limits for reporting reportable events. Ontario Hydro's follow up to events and causal factor analyses continue to need improvements. Improvements are needed to operational safety and reactor maintenance at both A and B. There are signs of improvement through Ontario Hydro's plan for recovery, and in station management changes. There also appears to be commitment to safety expressed at the highest level of the utility

  6. AECB staff response to the environmental impact statement on the concept for disposal of Canada's nuclear fuel waste

    International Nuclear Information System (INIS)

    The Environmental Impact Statement on the Concept for Disposal of Canada's Nuclear Fuel Waste was released in October 1994 in response to the guidelines issued in 1992 by a panel formed to evaluate this concept (Federal Environmental Assessment Review Panel, 1992). This response is primarily a statement of deficiencies and thus focuses on the negative aspects of the Environmental Impact Statement (EIS). The staff review of the EIS was based on the AECB mandate, which is to protect human health and the environment and as such was focused on technical issues in the EIS. These were performance assessment of the multiple barrier system, environmental impacts, concept feasibility, siting, transport and safety as well as general issues o f regulatory policy and criteria. 30 refs

  7. AECB staff annual report of Darlington NGS for the year 1991

    International Nuclear Information System (INIS)

    Ontario Hydro operated Darlington in a safe manner in 1991. Ontario Hydro violated the Atomic Energy Control Regulations once and the physical security regulations three times in 1991. They failed to observe the Operating Licence conditions on ten occasions. The AECB did not find that the individual events had a significant impact on safety. There were no violations of the construction licence. None of the station staff received a radiation dose in excess of the regulatory limit. Radioactive emissions from the station were far below the regulatory limit. Special safety system performance was not fully satisfactory. Ontario Hydro failed to meet the unavailability targets for shutdown system one and the negative pressure containment system. Ontario Hydro reported seventeen incidents under conditions of the Operating and Construction licences. Units 1 and 2 remained shut down for most of 1991 because of unexplained fuel bundle damage in the reactor core. Ontario Hydro has decided to replace the main generator rotors because of cracks discovered on the rotor shaft. A fully modified rotor was installed on Unit 1. Ontario Hydro staff have a significant backlog of maintenance work. The Quality Improvement Program seemed to work well, resulting in some noticeable improvements. Three Shift Supervisors and four Control Operators were licensed this year. All planned emergency exercises and drills took place as scheduled. Ontario Hydro identified and are addressing several areas for improvement during the drills. Except for a power supply interruption to some IAEA equipment, Ontario Hydro achieved all its safeguards goals at Darlington in 1991. The Tritium Removal Facility (TRF) operated intermittently during 1991. Ontario Hydro is proceeding with the design and planning of an annex to the TRF to replace the present temporary facilities. (Author)

  8. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1995

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board (AECB) staff assessment of safety at the Pickering Nuclear Generating Station (PNGS-A and PNGS-B) for 1995. Our on-site Project Officers and Ottawa-based specialists monitored the stations throughout the year. In 1995, compliance with the Transportation Packaging of Radioactive Materials Regulations and the Cost Recovery Fees Regulations was satisfactory. The performance of the special safety systems was good. Releases of radioactive materials from the station were low and well below the legal limits for public safety. 10 tabs., 7 figs

  9. AECB staff annual assessment of the Bruce A Nuclear Generating Station for the year 1994

    International Nuclear Information System (INIS)

    AECB believe that Ontario Hydro operated Bruce A in a safe manner during 1994, and that the risk to workers and the public has been maintained at an acceptably low level. Radiation doses to workers and releases to the environment were well below regulatory limits. All special safety systems met availability targets. We noted improvements in operation and maintenance but some further improvements are still required. This is particularly true of the station's compliance with the Operating Licence. AECB believe that the station continues to be well managed, with a high priority placed on safety. However, there is a need for increased capability in the area of safety analysis and assessment. 4 tabs., 4 figs

  10. Review of utility staff training and certification

    International Nuclear Information System (INIS)

    The Advisory Committee on Nuclear Safety (ACNS) has reviewed the nuclear utility training programs in Canada and the Atomic Energy Control Board (AECB) certification program, to determine their effectiveness in meeting current and future needs. It has also looked briefly at the practices in other countries and in the aviation industry in Canada, by way of comparison. While a quantitative measure of effectiveness was beyond the scope of this review, on a purely qualitative basis the ACNS concludes that the current training and certification regime produces qualified operators, but not necessarily in the most effective way. The report makes five recommendations. The thrust of these recommendations is towards a more effective and streamlined training and certification regime based on strict adherence to the Systematic Approach to Training (SAT) methodology combined with independent verification through a peer review and accreditation process. The Committee believes that training and qualification of nuclear power plant operating staff is the complete responsibility of the utilities and that the role of the AECB is to audit the process to ensure that the utilities discharge their responsibility appropriately. In other words, the AECB should deal with operator training and certification in the same way that it deals with other aspects of nuclear power plant operation that are important to health, safety, security and the environment - by inspections and audits. The Committee believes that the proposed regulatory requirement for recertification of certain nuclear power plant operating staff, which would come into effect when the new Regulations are promulgated, is not consistent with the government's thrust and with how the AECB regulates other aspects of nuclear power plant operations. (author)

  11. AECB staff annual assessment of the Darlington Nuclear Generating Station for the year 1994

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board assessment of safety at the Darlington Generating Station for 1994. The report is based on observations made by our staff, and on information submitted to us by Ontario Hydro. Ontario Hydro operated the station in a safe manner in 1994. Performance was satisfactory for three of the four special safety systems. Ontario Hydro failed to meet the unavailability target for the emergency coolant injection system on Unit 1. Ontario Hydro complied with the Atomic Energy Control Regulations in 1994. 9 tabs

  12. AECB staff annual assessment of the Point Lepreau Nuclear Generating Station for the year 1995

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board conducts a staff assessment of safety at Point Lepreau Generating Station for 1995. On-site Project Officers and Ottawa based specialists monitored the station throughout the year. Point Lepreau operated safely during 1995 which was an unusual year for the station. The station was shut down for a planned five month outage to allow NB Power to complete maintenance on the reactor's pressure tubes. NB Power failed to comply with the terms of the Operating Licence we issue on fourteen occasions in 1995. In addition, NB Power reported an unusually large number of events. None of the events themselves directly affected public safety, if this level of performance continues unchecked, it might result in increased risk from operation in the future. Human error was an important feature of these problems. NB Power had already introduced safety culture training for their staff, but they will need to undertake further work urgently to resolve the problems. Three of Point Lepreau's special safety systems failed to meet their availability targets during 1995. NB Power's safety analysis program progress slowed during 1995, due to the additional workload from the outage. The Point Lepreau's training, quality assurance and safeguards related activities continued to function satisfactorily. They have assigned additional resources to emergency preparedness planning, which should enable them to take a more pro-active approach in this area. 7 tabs., 5 figs

  13. Reviewing staff performance and salaries.

    Science.gov (United States)

    Hills, Laura Sachs

    2005-01-01

    Do you feel like you're on shaky ground when it comes time to evaluate your staffs performance or to give them raises? If so, you're not alone. Staff performance and salary reviews are among the most dreaded tasks among medical practice managers. Yet, they are among the most effective techniques you can use to motivate, manage, correct, and reward your staff. This article provides an overview of the different kinds of appraisals you will need to conduct with your staff and the order in which to do them. It suggests that you begin the process by establishing concrete goals for your medical practice and then help your staff follow suit by developing their own performance goals for the next six months. This article also provides how-to guidance about conducting regular interim progress reviews with your staff to keep abreast of progress, changes, and problems and to issue ongoing assistance and feedback. It explains how to conduct tension-free semi-annual staff performance reviews and semi-annual or annual salary reviews, including a formula for calculating potential raises for each employee in nine increments. Finally, this article offers additional tips for evaluating your staffs performance, including job description updates and staff surveys. PMID:16302443

  14. Methodologies for evaluation of AECB regulatory program

    International Nuclear Information System (INIS)

    AECB (Atomic Energy Control Board) commissioned this report to obtain information about methods of planning and conducting evaluation of its regulatory program. The report begins with a bibliography consisting of 280 abstracts assembled from an extensive search of international literature. Each cited publication describes or uses methods applicable to the evaluation of regulatory programs. The report continues with a review of the methodologies found in the literature. It identifies the most relevant references for each step in program evaluation: the commissioning of evaluation; the identification of evaluation issues; the defining of questions; the answering of questions; the reporting of reslts, and the implementation of recommendations. Finally, the report examines the applicability, advantages and disadvantages of the different evaluation methods and makes recommendations about the selection of methods and their application to the AECB program

  15. Annual report of AECB personnel on the Gentilly 2 nuclear power plant for the year 1989

    International Nuclear Information System (INIS)

    AECB (Atomic Energy Control Board) personnel have reviewed in detail the main aspects related to the safe operation of the Gentilly-2 nuclear power plant during 1990. This station is operated by Hydro-Quebec under a licence issued by the AECB. This evaluation is based primarily on the contents of various reports submitted by Hydro-Quebec pursuant to the terms of the operating licence, as well as on the results of inspections, audits, and tours made by AECB personnel. In general, the station was operated safely. The submission of significant event reports is unacceptably delayed. An increasing number of contraventions of the operating licence has been noted during the last two years. A significant unavailability of the containment system has been attributed to high-activity detectors that did not meet design specifications. AECB personnel will take required action in 1991 in order to resolve the questions related to a pipe break in the turbine building

  16. Evaluation of the AECB's process of consultation with employees of its licensees

    International Nuclear Information System (INIS)

    The study involved a review of public consultation methods used by various Federal Government agencies. These were then compared to the existing AECB programs to evaluate potential improvements. These were also referred to in later surveys of employees at licensed facilities to determine their perceived appropriateness. The majority of employees were both aware of AECB and correctly understood its function. Both of these aspects increased as a function of union membership, age, income, male sex and ARW status. However, the use of AECB consultative documents declined with union membership and increased with membership in professional associations. Satisfaction with the AECB consultative process was fairly low. Workers tended to be more satisfied with other agencies or safety associations. Feelings of job safety were greatest among those who received consultative documents or read AECB press releases. Feelings of safety also increased with age, education, income and professional association membership, but declined with union membership. Unionized employees expressed a desire for more consultation with AECB. Recommendations to improve the process of consultation are included

  17. To assure public safety in a nuclear age we must reform the AECB

    International Nuclear Information System (INIS)

    The author argues that the Canadian AECB should clearly be seen to be independent of the nuclear industry and of governmental interference. He considers the board to be too small, as well as understaffed, and would expand it to seven members, three of them full-time. A larger staff would enable the board to serve as a reliable source of independent public information on nuclear regulatory issues. It is suggested that the government should publish policy directives for the AECB annually. Another suggestion is that some research should be contracted out to the National Research Council, instead of to the nuclear industry. The author wishes to accelerate changes that the AECB itself has set in motion. (N.D.H.)

  18. AECB introduces simulators for operator exams

    International Nuclear Information System (INIS)

    AECB has completed its first round of simulator-based examinations for candidate shift supervisors and senior operators at each of the plant-specific simulators associated with the seven CANDU reactor sites in Canada. (author)

  19. AECB emergency response plan - in brief

    International Nuclear Information System (INIS)

    The AECB's mission is to ensure that the use of nuclear energy in Canada does not pose undue risk to health, safety, security and the environment. The mission applies before, during and after emergencies

  20. Proceedings of the AECB sponsored workshop on control of the ordering and receiving of radioactive material

    International Nuclear Information System (INIS)

    The workshop was held in Mississauga, Ontario, on February 4, 1997 for the purpose of bringing together radiation safety professionals to exchange information and propose options for action for the improved control of the ordering and receiving of radioactive materials. The focus was on unsealed radioisotopes and Type 'A' shipments. The workshop participants represented five major processors or distributors and five users who manage large radiation safety programs. These participants were invited because of their knowledge, experience and proximity. Workshop objectives were developed from a review of AECB files, from an AECB report which analysed, in a systematic manner, controls on the ordering and receiving of radioactive material, and from the participants' responses to a pre-workshop request for additional information. The objectives were to propose options for action: to prevent unauthorized persons from placing an order with a supplier; to prevent unauthorized persons from receiving radioactive material by establishing tighter control on the transfer of radioactive material and improving the control of radioactive material during and after delivery. This report provides a record of the presentations and discussions as well as the options for action developed during the workshop. The proposed options for action suggest additional regulatory requirements and guidance documents. Also identified was a need for better assessment, stricter enforcement and future discussions. Included in this report are new licence conditions which were developed as a result of this workshop, several 'parking lot' issues which were raised but considered outside the scope of the discussion and a list of participants. This workshop met the needs and expectation of the Materials Regulation Division (MRD) staff and addressed the needs of the participants. It also provided an opportunity to share information and ideas. It is MRDs intention to keep this collaborative workshop approach for

  1. The development of AECB regulatory documents

    International Nuclear Information System (INIS)

    This document describes the Atomic Energy Control Board's (AECB) approach to the development and preparation of regulatory documents. The principal factors that have shaped the AECB'a regulatory approach are identified as background to the evolution of regulatory documents as are a number of current influences that affect the present and future development of these documents. Also described are the process by which regulatory documents are prepared and published and the points of contact between this process and the Canadian Standards Association program for nuclear standards. (author)

  2. Review of the nuclear liability act

    International Nuclear Information System (INIS)

    The review of the Act has progressed in stages. The first stage was conducted by the staff of the Atomic Energy Control Board (AECB) and catalogued previously identified difficulties with the Act. The second stage was a preliminary examination of the Act by an Interdepartmental Working Group (IWG). The IWG was formed in 1982 at the direction of the President of the AECB. It was instructed to review all matters relating to the administration of, and experience with, the Act and to examine these matters in as much detail as was required to resolve each point raised during the review. The IWG was composed of representatives of the AECB (which administers the Act), the Department of Energy, Mines and Resources, the Department of Finance, the Department of Insurance, the Department of Justice, and the Treasury Board Secretariat

  3. AECB Cost Recovery Fees Regulations, amendment

    International Nuclear Information System (INIS)

    The amendments to the AECB Cost Recovery Fees Regulations have been made with a view to simplifying the registration procedure for obtaining such a certificate or approval under the above Transport Regulations. In effect there will no longer be a need for a separate fee system for registered users of certified package designs. (NEA)

  4. Estimating the costs of AECB regulation

    International Nuclear Information System (INIS)

    An attempt is made to answer questions relating to the feasibility of determining costs imposed by regulatory activities of the Atomic Energy Control Board, and to provide a conceptual and methodological framework for an actual cost study of existing AECB requirments. (L.L.)

  5. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2002

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows: Senior Staff Advancement Committee (SSAC) Cristoforo BENVENUTI/EST [Convener] David PLANE/EP Peter SCHMID/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin LAUCKNER/SL [Chairman] Flemming PEDERSEN/PS Lucie LINSSEN/EP Dietrich SCHINZEL/EP Marcel MOTTIER/EST Louis WALCKIERS/LHC Long-term contract Boards (LTCBs) (Categories 2 & 5a) Tiziano CAMPORESI/EP [Convener] Florence RANJARD/EP [Alternate] Jacques GRUBER/PS [until 30.6.2002] Roger BAILEY/SL [from 1.7. 2002] Peter SIEVERS/LHC [Alternate] Doris FORKEL-WIRTH/TIS Pierre NININ/ST [Alternate] Sue FOFFANO/AS Maarten WILBERS/DSU [Alternate] Werner ZAPF/HR[Secretary] LTCB 2 Categories 3, 4, 5b & 5c) Véronique PARIS/SL [Convener] Fabien PERRIOLLAT/PS [Alternate] Mats WILHELMSSON/ST Charles NUTTALL/TIS [Alternate] Lucie LINSSEN/EP Alfredo PLACCI/EP [Alternate] Patrick GEERAER...

  6. Composition of Staff Review Advisory Bodies - 2003

    CERN Multimedia

    2003-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David Plane/EP [Convener] Enrico Chiaveri/AB Peter Schmid/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin Lauckner/AB [Chairman]Marcel Mottier/EST Michael Letheren/EP Louis Walckiers/AT Lucie Linssen/EP Mats Wilhelmsson/ST Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/EP [Convener]Florence Ranjard/EP [Alternate] Roger Bailey/ABPeter Sievers/AT " " Doris Forkel-Wirth/TISPierre Ninin/ST " " Rob Rayson/HRMaarten Wilbers/DSU " " Seamus Hegarty/HR [Secretary] LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/AB [Convener]Fabien Perriollat/AB [Alternate] Christian Lasseur/ESTRamon Folch/EST " " Lucie Linssen/EP Alfredo Placci/EP " " Mats Møller/ASLaszlo Abel/SPL " " Seamus Hegarty/HR [Secretary] Human Resources Division Tel. 74128

  7. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2001

    CERN Multimedia

    Seamus Hegarty / HR; Tel. 74128

    2001-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David O. Williams/it (Convener) Cristoforo Benvenuti/est David Plane/ep Technical Engineers & Administrative Careers Committee (TEACC) Sverre Jarp/it (Chairman) Flemming Pedersen/ps Robin Lauckner/sl Christian Roche/ett Lars Leistam/est Dietrich Schinzel/ep Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/ep [Convener] - Florence Ranjard/ep [Alternate] Jacques Gruber/ps - Peter Sievers/lhc [Alternate] Thomas Pettersson/est - Michel Mayoud/est [Alternate] Sue Foffano/as - Thierry Lagrange/spl [Alternate] Werner Zapf/hr (Secretary) LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/sl [Convener] - Fabien Perriollat/ps [Alternate] Mats Wilhelmsson/st - Véronique Fassnacht/tis [Alternate] Lucie Linssen/ep - Alfredo Placci/ep [Alternate] Patrick Geeraert/fi - John Cuthb...

  8. SOR/93-163 AECB Cost Recovery Fees Regulations, 1993

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board (Cost Recovery Fees Regulations 1990 and subsequent amendments have been revoked and replaced by those new Regulations of 30 march 1993 which entered into force on 1 April 1993. The regulations were first made in 1990 in order to carry out the Government's policy of introducing the principle of ''user pay'' for the cost incurred by the AECB in its regulatory activities. The objective of the policy was to shift the cost of Government regulatory efforts for the taxpayer at large to those who most benefited from or whose activities were the reason for such effort. This new version of the Regulations reflects licensees' comments, e.g. extension of the period for review of proposed fees, and sets out increases in the fees. (NEA)

  9. Estimating the costs of AECB regulation

    International Nuclear Information System (INIS)

    A comprehensive analysis of the costs to the Canadian nuclear industry of the present Atomic Energy Control Board regulatory activities was carried out to provide a framework for a socio-economic impact analysis of AECB regulations. Regulaory costs in uranium mining and milling, fuel fabrication, power generation, the nuclear fuel cycle as a whole, and radioisotope use are studied. The cost of safety measures which industry would still undertake in the absence of government regulations ('prudent operator' costs) are not included. (L.L.)

  10. Djibouti: First Review Under the Staff-Monitored Program

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This paper on the First Review Under the Staff-Monitored Program (SMP) on Djibouti explains macroeconomic framework and policies. The policy discussions centered on the need to sustain the improvement in the country’s fiscal position in the remainder of the year and steadfast structural reforms to create the basis for sustainable growth. Determined efforts by the authorities are needed to implement the longstanding structural reforms planned under the SMP. IMF staff recognizes the difficult...

  11. Cost allocation review : staff discussion paper

    International Nuclear Information System (INIS)

    This report addressed the need for updated cost allocation studies filed by local electricity distribution companies because they ensure that distribution rates for each customer class remain just and reasonable. According to the 2001 Electricity Distribution Rate Handbook, the Ontario Energy Board requires new cost allocation studies before implementing any future incentive regulation plans. A review of cost allocations allows the Board to consider the need for adjustments to the current share of distribution costs paid by different classes of ratepayers. This report included 14 sections to facilitate consultations with stakeholders on financial information requirements for cost allocation; directly assignable costs; functionalization; categorization; allocation methods; allocation of other costs; load data requirements; cost allocation implementation issues; addition of new rate class and rate design for scattered unmetered loads; addition of new rate class for larger users; rates to charge embedded distributors; treatment of the rate sub-classification identified as time-of-use; and, rate design implementation issues. 1 fig., 7 appendices

  12. Socio-economic impact analysis of new AECB regulations

    International Nuclear Information System (INIS)

    The federal government's Socio-Economic Impact Analysis (SEIA) policy has been in effect since 1978. Under this policy, all new or amended regulations concerning health, safety, or fairness are subjected to a screening exercise which determines whether the regulations are major or minor. The costs and benefits of major regulations are analyzed in depth. This paper describes the SEIA policy and explains some of the basic concepts. Then the steps the Atomic Energy Control Board (AECB) follows in the analysis of new regulations are summarized. Finally, the AECB's past and forthcoming experience with the SEIA policy is discussed

  13. Socio-economic impact analysis of new AECB regulations

    International Nuclear Information System (INIS)

    The federal government's Socio-Economic Impact Analysis (SEIA) policy has been in effect since 1978. Under this policy, all new or amended regulations concerning health, safety, or fairness are subjected to a screening exercise which determines whether the regulations are 'major' or 'minor'. The costs and benefits of major regulations are analyzed in depth. This paper describes the SEIA policy and explains some of the basic concepts. Then the steps the Atomic Energy Control Board (AECB) follows in the analysis of new regulations are summarized. Finally, the AECB's past and forthcoming experience with the SEIA policy is discussed

  14. Safety review of operating nuclear power plants in Canada

    International Nuclear Information System (INIS)

    Public utilities own and operate all 22 operating power reactors in Canada. The Atomic Energy Control Board (AECB), a Federal Government agency, regulates the nuclear industry in Canada and, as part of that responsibility, continually reviews the safety of power reactor operation. Canada's regulatory process is not as prescriptive as it is in many other countries. The AECB sets general requirements for reactor design, analysis and operation, and requires the licensee to develop and carry out procedures, processes and practices to meet these requirements. The primary responsibility for safety of nuclear power reactors rests with the licensee. The safety review process of the AECB covers all of its regulatory requirements and accommodates a two-year licence renewal cycle. Project officers located at the plant sites continually monitor operation and inspect the plant. Quality assurance, radiation protection practices, emergency plans, pressure boundary integrity design changes, reported events and safety analyses are also continually reviewed. The review of each station's operation by AECB staff is summarized in annual reports which are available to the public. These reports are an important input into the two-yearly licence renewal process. The safety review process currently focuses on obtaining assurance that the risk to public and worker health and safety and to the environment remains within the bounds of the original licensing basis for the facility. The AECB recognizes that, to obtain the desired level of assurance of continuing safety for an ageing reactor population, its current safety review process needs to be changed. More attention has to be focused on operational safety (i.e. plant operation and maintenance) and on developing the standards and skills to do this effectively. The compliance assessment programme should be expanded to include station management processes and practices, such as maintenance strategy, configuration management and risk

  15. An audit of the AECB - what it revealed

    International Nuclear Information System (INIS)

    An independent audit by the Office of the Auditor General of Canada concluded that the Canadian AECB needed updated legislation and improvements in its management processes and practices to facilitate its work of ensuring that the Canadian nuclear industry remains safe

  16. Evaluation of AECB-1119, risk of energy production

    International Nuclear Information System (INIS)

    The Inhaber report, 'Risk of Energy Production', is evaluated based on how the conclusions of the report match its objectives, the methodology used to reach the report's conclusions, and the presentation of the report. The authors recommend that a second volume containing the pertinent data used in the report should be published; and that total risks should be calculated ignoring material acquisition, construction and transportation risks, using the actual energy output of the various systems without imposing a backup energy supply, and comparing systems in such a way that death, injury and disease risks may be considered separately. They propose that the Atomic Energy Control Board should show how the report results relate to nuclear safety, and that the AECB should clarify the criteria for evaluating the small probability of a catastrophic nuclear accident. The response of the author of AECB--1119 is given in a separate section

  17. Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review

    Science.gov (United States)

    Hall, Louise H.; Johnson, Judith; Watt, Ian; Tsipa, Anastasia; O’Connor, Daryl B.

    2016-01-01

    Objective To determine whether there is an association between healthcare professionals’ wellbeing and burnout, with patient safety. Design Systematic research review. Data Sources PsychInfo (1806 to July 2015), Medline (1946 to July 2015), Embase (1947 to July 2015) and Scopus (1823 to July 2015) were searched, along with reference lists of eligible articles. Eligibility Criteria for Selecting Studies Quantitative, empirical studies that included i) either a measure of wellbeing or burnout, and ii) patient safety, in healthcare staff populations. Results Forty-six studies were identified. Sixteen out of the 27 studies that measured wellbeing found a significant correlation between poor wellbeing and worse patient safety, with six additional studies finding an association with some but not all scales used, and one study finding a significant association but in the opposite direction to the majority of studies. Twenty-one out of the 30 studies that measured burnout found a significant association between burnout and patient safety, whilst a further four studies found an association between one or more (but not all) subscales of the burnout measures employed, and patient safety. Conclusions Poor wellbeing and moderate to high levels of burnout are associated, in the majority of studies reviewed, with poor patient safety outcomes such as medical errors, however the lack of prospective studies reduces the ability to determine causality. Further prospective studies, research in primary care, conducted within the UK, and a clearer definition of healthcare staff wellbeing are needed. Implications This review illustrates the need for healthcare organisations to consider improving employees’ mental health as well as creating safer work environments when planning interventions to improve patient safety. Systematic Review Registration PROSPERO registration number: CRD42015023340. PMID:27391946

  18. Democratic Republic of the Congo; Review of the 2006 Staff-Monitored Program and a New Staff-Monitored Program for 2007: Staff Report; Staff Statement; Statement by the Executive Director for the Democratic Republic of the Congo

    OpenAIRE

    International Monetary Fund

    2007-01-01

    This paper reviews the 2006 Staff-Monitored Program (SMP) and a New Staff-Monitored Program for 2007 for the Democratic Republic of the Congo. Most quantitative and structural benchmarks under the SMP for April–December 2006 were not met; nevertheless, the SMP helped prevent major financial instability during the protracted electoral period. Cognizant of the need to reestablish macroeconomic stability, the government agreed on a policy framework for 2007 to be monitored by the IMF staff. Sa...

  19. A review of NRC staff uses of probabilistic risk assessment

    Energy Technology Data Exchange (ETDEWEB)

    1994-03-01

    The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC`s Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff`s current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff`s uses of PRA.

  20. A review of NRC staff uses of probabilistic risk assessment

    International Nuclear Information System (INIS)

    The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC's Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff's current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff's uses of PRA

  1. Calyx trademark EA implementation at AECB

    International Nuclear Information System (INIS)

    This report describes a project to examine the applicability of a knowledge-based decision support software for environmental assessment (Calyx) to assist the Atomic Energy Control Board in environmental screenings, assessment, management, and database searches. The report begins with background on the Calyx software and then reviews activities with regard to modification of the Calyx knowledge base for application to the nuclear sector. This is followed by lists of standard activities handled by the software and activities specific to the Board; the hierarchy of environmental components developed for the Board; details of impact rules that describe the conditions under which environmental impacts will occur (the bulk of the report); information on mitigation and monitoring rules and on instance data; and considerations for future work on implementing Calyx at the Board. Appendices include an introduction to expert systems and an overview of the Calyx knowledge base structure

  2. Republic of Mozambique; Third Review Under the Policy Support Instrument: Staff Report; Staff Supplement; and Press Release

    OpenAIRE

    International Monetary Fund

    2009-01-01

    This paper presents the staff report on the Republic of Mozambique’s Third Review under the policy support instrument. Mozambique is vulnerable to the global financial crisis and economic slowdown. Lower import prices will help reduce inflation and likely benefit the trade balance. Lower export volumes and reduced private capital inflows are expected to reduce economic growth. The turbulence could also spread to the financial system despite its limited integration into global financial mark...

  3. Five-Yearly Review: the Staff Association keeps you informed!

    CERN Multimedia

    Staff Association

    2016-01-01

    The Staff Association (SA) has already published several articles on this topic, especially at the beginning of the year and at the end of June (Echo No. 248). In these articles, we discussed the implementation of the decisions taken by the CERN Council in December 2015, covering the deadlines and progress, but also the SA’s concerns. First milestone reached On 18 August, all staff members received an individual notification letter indicating: their placement within the new salary scale, i.e. their grade and salary position expressed as a percentage of the midpoint of the grade; the provisional benchmark job they are assigned to. An information sheet was also enclosed in the email from HR Office. Soon after, the SA was contacted by a significant number of colleagues seeking further information on the content of the documents or wishing to share their disappointment and fears regarding the impact that these changes will have on their career. It seems therefore that the information provide...

  4. 76 FR 10896 - Science Advisory Board Staff Office; Request for Nominations; CASAC Mercury Review Panel

    Science.gov (United States)

    2011-02-28

    ... AGENCY Science Advisory Board Staff Office; Request for Nominations; CASAC Mercury Review Panel AGENCY... Committee (CASAC) panel to conduct an independent review of EPA's Mercury Technical Support Document. DATES... pollution, and the strategies to attain and maintain air quality standards and to prevent...

  5. [Burnout among elderly care staff. A review of its prevalence].

    Science.gov (United States)

    Nienhaus, A; Westermann, C; Kuhnert, S

    2012-02-01

    Provision of inpatient elderly care is characterized by factors that favor the onset of burnout, with psychosomatic complaints, a drop in performance, periods of absence due to sickness, and early retirement from the sector regularly being observed in this respect. This study summarizes the research of the past 11 years, regarding the prevalence of burnout among inpatient elderly care employees. A total of 24 studies were identified during a systematic database search conducted in May 2011. As the studies conceptualize burnout differently and are based on different survey tools, it is not possible to draw a clear conclusion regarding its prevalence. There is empirical evidence of a correlation between burnout and the care staff/patient ratio, workloads, the freedom to make decisions, job satisfaction, and neuroticism. There is no confirmation of a correlation between burnout and marital status, income, or shift work. There are contradictory findings regarding the correlation between burnout and sociodemographic aspects (e.g., age and gender) as well as burnout and the type of care institution, working hours, and violence perpetrated by patients. PMID:22290165

  6. Review of the Staff Rules and Regulations - Proposed modifications to the 10th edition

    CERN Document Server

    2006-01-01

    In accordance with the provisions of CERN/2567, CERN/FC/4824, a complete review of CERN's Staff Rules and Regulations is currently taking place, with a twofold aim: - to adapt the Organization's statutory provisions to the results of the Five-Yearly Review; - to update the Staff Rules and Regulations, which were last reviewed in full in 1996, in other areas and, wherever possible, to make them more consistent and better suited to the Organization's needs. This document contains a first set of proposed amendments, i.e. to the Preamble as well as to the first two Chapters of the Staff Rules and Regulations. These proposed amendments were examined by the Standing Concertation Committee (SCC) on 13 and 20 September 2006 and by the Tripartite Employment Conditions Forum (TREF) on 4 and 5 October 2006.

  7. 75 FR 71702 - Science Advisory Board Staff Office; Request for Nominations of Experts for Review of EPA's Draft...

    Science.gov (United States)

    2010-11-24

    ... gathered by the SAB Staff Office. Selection criteria to be used for Panel membership include: (a... AGENCY Science Advisory Board Staff Office; Request for Nominations of Experts for Review of EPA's Draft... Board (SAB) Staff Office is requesting public nominations for technical experts to augment the...

  8. 75 FR 58383 - Science Advisory Board Staff Office Request for Nominations of Experts for the Review of Great...

    Science.gov (United States)

    2010-09-24

    ... information independently gathered by the SAB Staff Office. Selection criteria to be used for Panel membership... AGENCY Science Advisory Board Staff Office Request for Nominations of Experts for the Review of Great.... SUMMARY: The EPA Science Advisory Board (SAB) Staff Office is requesting public nominations for...

  9. 76 FR 17160 - Office of New Reactors; Final Interim Staff Guidance on the Review of Nuclear Power Plant Designs...

    Science.gov (United States)

    2011-03-28

    ... COMMISSION Office of New Reactors; Final Interim Staff Guidance on the Review of Nuclear Power Plant Designs... Guidance (ISG) DC/COL-ISG-021 titled ``Interim Staff Guidance on the Review of Nuclear Power Plant Designs... Nuclear Power Plants,'' March 2007, Standard Review Plan (SRP), Section 8.3.1 and Sections 9.5.4 through...

  10. Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review

    OpenAIRE

    Hall, L.; Johnson, J; Watts, I; Tsipa, A; O'Connor, D

    2016-01-01

    Objective To determine whether there is an association between healthcare professionals’ wellbeing and burnout, with patient safety. Design Systematic research review. Data Sources PsychInfo (1806 to July 2015), Medline (1946 to July 2015), Embase (1947 to July 2015) and Scopus (1823 to July 2015) were searched, along with reference lists of eligible articles. Eligibility Criteria for Selecting Studies Quantitative, empirical studies that included i) either a measure of wellbeing or burnout, ...

  11. Abridged style manual for use by contractors producing typed reports to AECB format specifications

    International Nuclear Information System (INIS)

    The AECB contractor's style manual sets down basic standards for content and layout of typewritten reports. Points of style are outlined for reference by authors. The elements of a document and their location are described, and instructions to typists are detailed. Example of proper usage are given and the appendices contain layout pro formas for the setting up of any typewritten page. (author)

  12. ADEM - a system for recording and retrieving AECB decision-making

    International Nuclear Information System (INIS)

    A concept and plan is proposed for a system to record on-going decision-making by the AECB so that the decision-making can be retrieved in the future. The system could also be used to retrieve past decision-making. (author). 4 tabs., 1 fig

  13. Turkey; Second Review Under the Stand-By Arrangement-Staff Report; Staff Statement; News Brief on the Executive Board Discussion; and Statement by the Authorities of Turkey

    OpenAIRE

    International Monetary Fund

    2002-01-01

    This paper evaluates Turkey’s Second Review Under the Stand-By Arrangement (SBA). Since the completion of the Article IV Consultation and the first review in April 2002, macroeconomic policies have remained in line with the program. All quantitative performance criteria for end-March and end-April have been met. In light of continued strong program implementation, the IMF staff recommends the completion of the second review. Strict implementation has already produced tangible economic gains...

  14. Outcomes of classroom-based team training interventions for multiprofessional hospital staff. A systematic review

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Østergaard, Doris; Mogensen, Torben

    2010-01-01

    Several studies show that communication errors in healthcare teams are frequent and can lead to adverse events. Team training has been suggested as a way to safer communication and has been implemented in healthcare as classroom-based or simulation-based team training or a combination of both. The...... objective of this paper is to systematically review studies evaluating the outcomes of classroom-based multiprofessional team training for hospital staff....

  15. 75 FR 69069 - Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Lead Review Panel

    Science.gov (United States)

    2010-11-10

    ... standards and the development of lead-based paint dust hazard standards for public and commercial buildings... provisions of FACA and all appropriate SAB Staff Office procedural policies. Background: Human exposure to... AGENCY Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Lead Review...

  16. Recommendations on AECB draft licensing guides nos. 40,41,42

    International Nuclear Information System (INIS)

    This report contains the recommendations of the Advisory Committee on Nuclear Safety (ACNS) to the Atomic Energy Control Board concerning the draft AECB Licensing Guides 40, 41 and 42 which were issued subsequently as Consultative Documents Nos. 7, 8 and 9. Since the report focusses on points of principle or generic concern, most of its recommendations apply generally to all three documents, although some specific recommendations are included

  17. SOR 90-190, 22 March 1990, AECB Cost Recovery Fees Regulations

    International Nuclear Information System (INIS)

    These Regulations entered into force on 1 April 1990. They were made pursuant to the Atomic Energy Control Regulations and prescribe the legal obligations to pay fees imposed on applicants for and holders of licences from the Atomic Energy Control Board - AECB. The purpose of the Regulations is to shift the cost of government service from the general taxpayer to the users and to those who specifically benefit from the services. (NEA)

  18. 77 FR 15818 - License Renewal Interim Staff Guidance LR-ISG-2011-05: Ongoing Review of Operating Experience

    Science.gov (United States)

    2012-03-16

    ... COMMISSION License Renewal Interim Staff Guidance LR-ISG-2011-05: Ongoing Review of Operating Experience...), LR-ISG-2011-05, ``Ongoing Review of Operating Experience.'' This LR-ISG provides guidance and clarification concerning ongoing reviews of plant-specific and industry-wide operating experience as...

  19. 76 FR 52995 - Draft License Renewal Interim Staff Guidance LR-ISG-2011-05: Ongoing Review of Operating...

    Science.gov (United States)

    2011-08-24

    ... Interim Staff Guidance (LR-ISG), LR-ISG-2011-05, ``Ongoing Review of Operating Experience.'' This LR-ISG... draft LR-ISG-2011-05 to clarify guidance on how the ongoing review of operating experience should be... applicants should obligate themselves to the ongoing review of operating experience for license renewal....

  20. 76 FR 58311 - Draft License Renewal Interim Staff Guidance LR-ISG-2011-05; Ongoing Review of Operating Experience

    Science.gov (United States)

    2011-09-20

    ... Guidance (LR-ISG), LR-ISG-2011-05, ``Ongoing Review of Operating Experience.'' This LR-ISG provides... draft LR-ISG-2011-05 to clarify guidance on how the ongoing review of operating experience should be... COMMISSION Draft License Renewal Interim Staff Guidance LR-ISG-2011-05; Ongoing Review of...

  1. 76 FR 29746 - Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Mercury Review Panel

    Science.gov (United States)

    2011-05-23

    ... serve on an ad hoc review panel on February 28, 2011 (76 FR 10896-10897) and March 30, 2011 (76 FR 17649... AGENCY Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Mercury Review... SAB Mercury Review Panel. DATES: The meeting will be held on June 15, 2011 and June 16, 2011 from 9...

  2. Radiation exposure of eyes, thyroid gland and hands in orthopaedic staff: a systematic review

    Directory of Open Access Journals (Sweden)

    Kesavachandran Chandrasekharan Nair

    2012-10-01

    Full Text Available Abstract Background Various procedures, especially minimal invasive techniques using fluoroscopy, pose a risk of radiation exposure to orthopaedic staff. Anatomical sites such as the eyes, thyroid glands and hands are more vulnerable to radiation considering the limited use of personal protective devices in the workplace. The objective of the study is to assess the annual mean cumulative and per procedure radiation dose received at anatomical locations like eyes, thyroid glands and hands in orthopaedic staff using systematic review. Methods The review of literature was conducted using systematic search of the database sources like PUBMED and EMBASE using appropriate keywords. The eligibility criteria and the data extraction of literature were based on study design (cohort or cross-sectional study, study population (orthopaedic surgeons or their assistants, exposure (doses of workplace radiation exposure at hands/fingers, eye/forehead, neck/thyroid, language (German and English. The literature search was conducted using a PRISMA checklist and flow chart. Results Forty-two articles were found eligible and included for the review. The results show that radiation doses for the anatomical locations of eye, thyroid gland and hands were lower than the dose levels recommended. But there is a considerable variation of radiation dose received at all three anatomical locations mainly due to different situations including procedures (open and minimally invasive, work experience (junior and senior surgeons,distance from the primary and secondary radiation, and use of personal protective equipments (PPEs. The surgeons receive higher radiation dose during minimally invasive procedures compared to open procedures. Junior surgeons are at higher risk of radiation exposure compared to seniors. PPEs play a significant role in reduction of radiation dose. Conclusions Although the current radiation precautions appear to be adequate based on the low dose radiation

  3. NRC staff review of licensee responses to pressure-locking and thermal-binding issue

    Energy Technology Data Exchange (ETDEWEB)

    Rathbun, H.J.

    1996-12-01

    Commercial nuclear power plant operating experience has indicated that pressure locking and thermal binding represent potential common mode failure mechanisms that can cause safety-related power-operated gate valves to fail in the closed position, thus rendering redundant safety-related systems incapable of performing their safety functions. In Generic Letter (GL) 95-07, {open_quotes}Pressure Locking and Thermal Binding of Safety-Related Power-Operated Gate Valves,{close_quotes} the U.S. Nuclear Regulatory Commission (NRC) staff requested that nuclear power plant licensees take certain actions to ensure that valves susceptible to pressure locking or thermal binding are capable of performing their safety functions within the current licensing bases of the facility. The NRC staff has received summary information from licensees in response to GL 95-07 describing actions they have taken to prevent the occurrence of pressure locking and thermal binding. The NRC staff has developed a systematic process to help ensure uniform and consistent review of licensee submittals in response to GL 95-07.

  4. Healthcare Staff Experience of Providing End-of-Life Care to Children: A Mixed Method Review

    OpenAIRE

    McConnell, Tracey; Scott, David; Porter, Samuel

    2016-01-01

    Background: Staff who provide end-of-life care to children not only have to deal with their own sense of loss, but also that of bereaved families. There is a dearth of knowledge on how they cope with these challenges.Aim: The aim of this review is to explore the experiences of health care professionals who provide end-of-life care to children in order to inform the development of interventions to support them, thereby improving the quality of paediatric care for both children and their famili...

  5. A Systematic Review of Interventions to Change Staff Care Practices in Order to Improve Resident Outcomes in Nursing Homes

    OpenAIRE

    Low, Lee-Fay; Fletcher, Jennifer; Goodenough, Belinda; Jeon, Yun-Hee; Etherton-Beer, Christopher; MacAndrew, Margaret; Beattie, Elizabeth

    2015-01-01

    Background We systematically reviewed interventions that attempted to change staff practice to improve long-term care resident outcomes. Methods Studies met criteria if they used a control group, included 6 or more nursing home units and quantitatively assessed staff behavior or resident outcomes. Intervention components were coded as including education material, training, audit and feedback, monitoring, champions, team meetings, policy or procedures and organizational restructure. Results S...

  6. Academic staff's perceptions of implementing performance-based review system in a tertiary institution : a case study

    OpenAIRE

    Kwok, Nga-man; 郭雅文

    2013-01-01

    Introducing a new performance-based review with 100% support from staff in a well-established university is difficult for the university management. Apart from measuring whether regulations have been followed or not, acceptance of academic staff is one key area that educational organizations should not ignore when evaluating effectiveness of a performance-based policy. Using the case university as an example, this study aims at investigating academic staff’s perceptions of gradually introduci...

  7. Outcomes of classroom-based team training interventions for multiprofessional hospital staff. A systematic review

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Østergaard, Doris; Mogensen, Torben

    2010-01-01

    Several studies show that communication errors in healthcare teams are frequent and can lead to adverse events. Team training has been suggested as a way to safer communication and has been implemented in healthcare as classroom-based or simulation-based team training or a combination of both. Th...... objective of this paper is to systematically review studies evaluating the outcomes of classroom-based multiprofessional team training for hospital staff.......Several studies show that communication errors in healthcare teams are frequent and can lead to adverse events. Team training has been suggested as a way to safer communication and has been implemented in healthcare as classroom-based or simulation-based team training or a combination of both. The...

  8. A 10 year statistical review of occupational doses of cardiology and angiography staff: Strengthening the radiation protection programme

    International Nuclear Information System (INIS)

    The King Faisal Specialist Hospital and Research Centre (KFSHRC) in Riyadh has a yearly workload of about 3,000 cardiac catheterization and 2,000 angiography patients. In the year 2005, IAEA approved a three-year project on radiation protection in interventional radiology procedures. The objectives were to identify and evaluate factors that contribute to high patient and staff doses and to determine methods for strengthening the radiation protection programme in this area. Occupational doses of KFSH and RC staff are being monitored using TLD badges. The TLD badges are regularly tested for accuracy and reproducibility at the KFSH and RC Secondary Standard Dosimetry Laboratory before issuance to users. In the study, the mean annual occupational doses of cardiac catheterization and angiography staff for years 1999 to 2008 were determined from the monthly TLD dosimetry reports. Comparison of the yearly mean doses was made for the two categories of staff. The variation in occupational doses was investigated and causes for the variation were identified. The collective dose per year was also determined and evaluated. The Pearson correlation coefficients of dose with the patient workload, number of staff monitored and collective dose were calculated. An evaluation on the impact of the IAEA research project on the radiation protection of staff was undertaken. The angiography staff obtained high annual doses (2 to 7 mSv) from years 1999 to 2008 with a mean value of 4.8 mSv. Each year two to four staff (radiologists) exceeded the annual dose limit of 20 mSv. Cardiac catheterization staff obtained a mean dose of about 1 mSv (0.7 to 1.42 mSv) in the 10 year review. A good correlation existed between the number of staff and collective dose (r2= 0.89) for angiography. A poor correlation existed between the number of staff and mean occupational dose for both groups. The long fluoroscopy time in angiography and the lack of image quality criteria contributed to the high staff doses

  9. 75 FR 68009 - Office of New Reactors; Notice of Availability of the Final Staff Guidance Standard Review Plan...

    Science.gov (United States)

    2010-11-04

    ... COMMISSION Office of New Reactors; Notice of Availability of the Final Staff Guidance Standard Review Plan Section 13.6.2, Revision 1 on Physical Security--Design Certification AGENCY: Nuclear Regulatory Commission (NRC). ACTION: Notice of Availability. SUMMARY: The NRC is issuing its Final Revision 1 to...

  10. AECB workshop on seismic hazard assessment in southern Ontario

    International Nuclear Information System (INIS)

    The purpose of the workshop was to review available geological and seismological data which could affect earthquake occurrence in southern Ontario and to develop a consensus on approaches that should be adopted for characterization of seismic hazard. The workshop was structured in technical sessions to focus presentations and discussions on four technical issues relevant to seismic hazard in southern Ontario, as follows: (1) The importance of geological and geophysical observations for the determination of seismic sources, (2) Methods and approaches which may be adopted for determining seismic sources based on integrated interpretations of geological and seismological information, (3) Methods and data which should be used for characterizing the seismicity parameters of seismic sources, and (4) Methods for assessment of vibratory ground motion hazard. The format of each session involved invited presentations of relevant data followed by open presentations by participants, a general discussion focusing on the relevance of the presented information for seismic hazard assessment in southern Ontario, then development of conclusions and recommendations. In the final session, the conclusions and recommendations were summarized and an open discussion was held to develop consensus. This report presents perspective summaries of the workshop technical sessions together with conclusions and recommendations prepared by the session chairs and the general chairman. 2 refs

  11. Cost of implementing AECB interim criteria for the closeout of uranium tailings sites

    International Nuclear Information System (INIS)

    The main purpose of this study was to arrive at a gross approximation of the costs to the Canadian uranium mining industry of meeting the proposed closeout criteria established by the Atomic Energy Control Board for tailings deposits. Two options have been investigated: on-land disposal and underlake disposal. Given the budget allocated to the study, the estimates must be understood as approximations. Overall cost figures for the Canadian uranium mining industry are linear extensions from a hypothetical base case. The results of a conference held in Ottawa on February 25 and 26 to discuss the proposed AECB interim criteria for the closeout of uranium tailings sites are also included. Representatives from mining firms, provincial regulatory authorities, universities and the Atomic Energy Control board attended the conference

  12. Bench-to-bedside review: Dealing with increased intensive care unit staff turnover: a leadership challenge

    OpenAIRE

    Laporta, Denny P; Burns, Judy; Doig, Chip J

    2005-01-01

    Critical care leaders frequently must face challenging situations requiring specific leadership and management skills for which they are, not uncommonly, poorly prepared. Such a fictitious scenario was discussed at a Canadian interdisciplinary critical care leadership meeting, whereby increasing intensive care unit (ICU) staff turnover had led to problems with staff recruitment. Participants discussed and proposed solutions to the scenario in a structured format. The results of the discussion...

  13. A Systematic Review of Interventions to Change Staff Care Practices in Order to Improve Resident Outcomes in Nursing Homes.

    Directory of Open Access Journals (Sweden)

    Lee-Fay Low

    Full Text Available We systematically reviewed interventions that attempted to change staff practice to improve long-term care resident outcomes.Studies met criteria if they used a control group, included 6 or more nursing home units and quantitatively assessed staff behavior or resident outcomes. Intervention components were coded as including education material, training, audit and feedback, monitoring, champions, team meetings, policy or procedures and organizational restructure.Sixty-three unique studies were broadly grouped according to clinical domain-oral health (3 studies, hygiene and infection control (3 studies, nutrition (2 studies, nursing home acquired pneumonia (2 studies, depression (2 studies appropriate prescribing (7 studies, reduction of physical restraints (3 studies, management of behavioral and psychological symptoms of dementia (6 studies, falls reduction and prevention (11 studies, quality improvement (9 studies, philosophy of care (10 studies and other (5 studies. No single intervention component, combination of, or increased number of components was associated with greater likelihood of positive outcomes. Studies with positive outcomes for residents also tended to change staff behavior, however changing staff behavior did not necessarily improve resident outcomes. Studies targeting specific care tasks (e.g. oral care, physical restraints were more likely to produce positive outcomes than those requiring global practice changes (e.g. care philosophy. Studies using intervention theories were more likely to be successful. Program logic was rarely articulated, so it was often unclear whether there was a coherent connection between the intervention components and measured outcomes. Many studies reported barriers relating to staff (e.g. turnover, high workload, attitudes or organizational factors (e.g. funding, resources, logistics.Changing staff practice in nursing homes is possible but complex. Interventionists should consider barriers and

  14. COUNCIL DECISIONS ON THE 5-YEARLY REMUNERATION REVIEW, AJUSTMENTS FOR 2001 AND CHANGES TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2001-01-01

    As announced by the Director-General in December last year, Council approved the package of measures concerning the 5-yearly remuneration review, recommended by the TREF Restricted Group, as well as the adjustments for 2001 related to salaries and pensions. These measures, as summarised below, enter into force on 1 January 2001, subject to later implementation of some items. Related changes to the Staff Rules and Regulations will be published as soon as possible in the mean time, changes which were annexed to the Council Resolution can be viewed on the HR Division Web site. 1. Scale of basic salaries (Annex R A 1 of the Staff Regulations) : increased by 4.32% resulting from the 5-yearly Review, and by 0.6% which corresponds to the salary adjustment for 2001. This includes the increases in social insurance contributions indicated below. 2. Scale of stipends of Fellows (Annex R A 2 of the Staff Regulations) : increased by 1.52% resulting from the 5-yearly Review, and by 0.6% which corresponds to the adjustment ...

  15. Staff supplement to the draft report on human engineering guide to control room evaluation: response to comments, sample checklist, draft systems review guidelines, and evaluation procedures

    International Nuclear Information System (INIS)

    This staff supplement to Draft Report NUREG/CR-1580, Human Engineering Guide to Control Room Evaluation, provides staff responses to comments on the draft report and supplemental material not provided in the draft report. The supplemental material includes new draft guidelines for the systems review of nuclear power plant control rooms and sample checklists and corresponding human engineering guidelines

  16. Reduce, Manage or Cope: A Review of Strategies for Training School Staff to Address Challenging Behaviours Displayed by Students with Intellectual/Developmental Disabilities

    Science.gov (United States)

    Stoesz, Brenda M.; Shooshtari, Shahin; Montgomery, Janine; Martin, Toby; Heinrichs, Dustin J.; Douglas, Joyce

    2016-01-01

    Members of a knowledge translation and exchange (KTE) research team assessed the training needs of the teaching staff at a school for individuals with intellectual/developmental disabilities (IDD). In response to this need, KTE researchers retrieved peer-reviewed articles for training staff working with individuals with IDD who exhibit challenging…

  17. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2000 COMPOSITION OF THE JOINT TRAINING BOARD (JTB) - 2000/2001

    CERN Multimedia

    HR Division

    2000-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows:Senior Staff Advancement Committee (SSAC)D. Treille / EP (Convener)C. Benvenuti / ESTD. O. Williams /ITTechnical Engineers & Administrative Careers Committee (TEACC) C. Hauviller / EPL. Leistam / ESTS. Jarp / IT [Chairman]F. Pedersen / PSR. Lauckner / SLC. Roche / ETTLong-term contract Boards (LTCBs) (Categories 2 &5a)Tiziano Camporesi / EP [Convener]Florence Ranjard / EP\t[Alternate]Jacques Gruber / PSPeter Sievers / LHCThomas Pettersson / ESTMichel Mayoud / ESTSue Foffano / ASThierry Lagrange / SPLWerner Zapf / HR (Secretary) LTCB 2(Categories 3, 4, 5b & 5c)Véronique Paris / SL [Convener]Fabien Pérriolat / PS\t [Alternate]Mats Wilhelmsson / STVéronique Fassnacht / TISLucie Linssen / EPMichel Mayoud / ESTPatrick Geeraert / FIJohn Cuthbert / HRSeamus Hegarty / HR (Secretary) Composition of the Joint Training Board (JT...

  18. 76 FR 17649 - Science Advisory Board Staff Office; Request for Nominations; SAB Mercury Review Panel

    Science.gov (United States)

    2011-03-30

    ... by work history and affiliation), and the collective breadth of experience to adequately address the...), 5 U.S.C., App. 2. On February 28, 2011 (76 FR 10896-10897) the EPA SAB Staff Office published a... nominee; the nominee's curriculum vita; sources of recent grant and/or contract support; and...

  19. Bench-to-bedside review: dealing with increased intensive care unit staff turnover: a leadership challenge.

    Science.gov (United States)

    Laporta, Denny P; Burns, Judy; Doig, Chip J

    2005-10-01

    Critical care leaders frequently must face challenging situations requiring specific leadership and management skills for which they are, not uncommonly, poorly prepared. Such a fictitious scenario was discussed at a Canadian interdisciplinary critical care leadership meeting, whereby increasing intensive care unit (ICU) staff turnover had led to problems with staff recruitment. Participants discussed and proposed solutions to the scenario in a structured format. The results of the discussion are presented. In situations such as this, the ICU leader should first define the core problem, its complexity, its duration and its potential for reversibility. These factors often reside within workload and staff support issues. Some examples of core problems discussed that are frequently associated with poor retention and recruitment are a lack of a positive team culture, a lack of a favorable ICU image, a lack of good working relationships between staff and disciplines, and a lack of specific supportive resources. Several tools or individuals (typically outside the ICU environment) are available to help determine the core problem. Once the core problem is identified, specific solutions can be developed. Such solutions often require originality and flexibility, and must be planned, with specific short-term, medium-term and long-term goals. The ICU leader will need to develop an implementation strategy for these solutions, in which partners who can assist are identified from within the ICU and from outside the ICU. It is important that the leader communicates to all stakeholders frequently as the process moves forward. PMID:16277732

  20. Web-based training related to NRC staff review of dose modeling aspects of license termination and decommissioning plans

    International Nuclear Information System (INIS)

    NRC licensees at decommissioning nuclear facilities submit License Termination Plans (LTP) or Decommissioning Plans (DP) to NRC for review and approval. To facilitate a uniform and consistent review of these plans, the NRC developed training for its staff. A live classroom course was first developed in 2005, which targeted specific aspects of the LTP and DP review process related to dose-based compliance demonstrations or modeling. A web-based training (WBT) course is being developed in 2006 to replace the classroom-based course. The advantage of the WBT is that it will allow for staff training or refreshers at any time, while the advantage of a classroom-based course is that it provides a forum for lively discussion and the sharing of experience of classroom participants. The training course consists of the core and advanced modules tailored to specific NRC job functions. Topics for individual modules include identifying the characteristics of simple and complex sites, identifying when outside expertise or consultation is needed, demonstrating how to conduct acceptance and technical reviews of dose modeling, and providing details regarding the level of justification needed for realistic scenarios for both dose modeling and derivation of DCGLs. Various methods of applying probabilistic uncertainty analysis to demonstrate compliance with dose-based requirements are presented. These approaches include: (1) modeling the pathways of radiological exposure and estimating doses to receptors from a combination of contaminated media and radionuclides, and (2) using probabilistic analysis to determine an appropriate set of input parameters to develop derived concentration guideline limits or DCGLs (DCGLs are media- and nuclide-specific concentration limits that will meet dose-based, license termination rule criteria found in 10 CFR Part 20, Subpart E). Calculation of operational (field) DCGL's from media- and nuclide-specific DCGLs and use of operational DCGLs in conducting

  1. A review of the regulatory and functional aspects of prison health care and nursing staff

    OpenAIRE

    E. Arribas-López

    2015-01-01

    The aim of this study of prison health care staff in Prison Health Care and Nursing Units is twofold. The first one is to consider those aspects of the legal system applicable to them as government employees of the General State Administration at the service of Prisons, highlighting the peculiarities of the legal regulations that can be applied as a result of providing said service. The second, based on the general regulations on prison health contained in Organic Law 1/1979, of 26 September,...

  2. A review of the regulatory and functional aspects of prison health care and nursing staff

    Directory of Open Access Journals (Sweden)

    E. Arribas-López

    2015-02-01

    Full Text Available The aim of this study of prison health care staff in Prison Health Care and Nursing Units is twofold. The first one is to consider those aspects of the legal system applicable to them as government employees of the General State Administration at the service of Prisons, highlighting the peculiarities of the legal regulations that can be applied as a result of providing said service. The second, based on the general regulations on prison health contained in Organic Law 1/1979, of 26 September, General Penitentiary Law and the implementing regulations thereof, approved by Royal Decree 190/1966, of 9 February, sets out to provide a critical analysis of the obligatory and functional framework for health care and nursing staff established in the old Penitentiary Regulations of 1981, to determine from a legal perspective if it is possible to impede or brake so that the Prison Administration may develop or carry out the functions for which it is responsible in terms of planning, organization and management of activities geared towards maintaining and improving hygiene and health in the prison environment.

  3. Effects of person-centered care on residents and staff in aged-care facilities: a systematic review

    Directory of Open Access Journals (Sweden)

    Nancarrow S

    2013-01-01

    Full Text Available Sonya Brownie, Susan NancarrowSchool of Health and Human Sciences, Southern Cross University, Lismore, NSW, AustraliaBackground: Several residential aged-care facilities have replaced the institutional model of care to one that accepts person-centered care as the guiding standard of practice. This culture change is impacting the provision of aged-care services around the world. This systematic review evaluates the evidence for an impact of person-centered interventions on aged-care residents and nursing staff.Methods: We searched Medline, Cinahl, Academic Search Premier, Scopus, Proquest, and Expanded Academic ASAP databases for studies published between January 1995 and October 2012, using subject headings and free-text search terms (in UK and US English spelling including person-centered care, patient-centered care, resident-oriented care, Eden Alternative, Green House model, Wellspring model, long-term care, and nursing homes.Results: The search identified 323 potentially relevant articles. Once duplicates were removed, 146 were screened for inclusion in this review; 21 were assessed for methodological quality, resulting in nine articles (seven studies that met our inclusion criteria. There was only one randomized, controlled trial. The majority of studies were quasi-experimental pre-post test designs, with a control group (n = 4. The studies in this review incorporated a range of different outcome measures (ie, dependent variables to evaluate the impact of person-centered interventions on aged-care residents and staff. One person-centered intervention, ie, the Eden Alternative, was associated with significant improvements in residents' levels of boredom and helplessness. In contrast, facility-specific person-centered interventions were found to impact nurses' sense of job satisfaction and their capacity to meet the individual needs of residents in a positive way. Two studies found that person-centered care was actually associated with an

  4. Uganda; 2008 Article IV Consultation and Fourth Review Under the Policy Support Instrument: Staff Report; Staff Supplement; Public Information Notice and Press Release on the Executive Board Discussion; and Statement by the Executive Director for Uganda

    OpenAIRE

    International Monetary Fund

    2009-01-01

    The staff report for Uganda’s combined 2008 Article IV Consultation and Fourth Review Under the Policy Support Instrument is presented. Building on a foundation of two decades of sound policies, Uganda achieved an impressive economic performance, with high growth, low inflation, and steady poverty reduction. The deteriorating economic environment could expose weaknesses in banks’ risk management practices, gaps in home-host supervisory arrangements, operational risks as financial innovati...

  5. Staff attitudes towards aggression in health care : a review of the literature

    NARCIS (Netherlands)

    Jansen, G.J.; Dassen, Th.W.; Groot Jebbink G., [No Value

    2005-01-01

    The aim of this literature review was to explore the attitudes of health care workers towards inpatient aggression and to analyse the extent to which attitudes, as defined from a theoretical point of view, were addressed in the selected studies. Databases from 1980 up to the present were searched, a

  6. Clinical handovers between pre-hospital and hospital staff:Literature review

    OpenAIRE

    Wood, Kate; Crouch, Robert; Rowland, Emma; Pope, Catherine

    2014-01-01

    Background: Clinical handover plays a vital role in patient care and has been investigated in hospital settings, but less attention has been paid to the interface between prehospital and hospital settings. This paper reviews the published research on these handovers. Methods: A computerised literature search was conducted for papers published between 2000 and 2013 using combinations of terms: ‘handover’, ‘handoff’, ‘prehospital’, ‘ambulance’, ‘paramedic’ and ‘emergency’ and citation searching...

  7. Nursing staff under heavy stress: focus on Greece A critical review

    Directory of Open Access Journals (Sweden)

    Dimitrios Theofanidis

    2011-01-01

    Full Text Available Background: Current global financial constrains place a burden on the development of health care services worldwide. Although nurses are the backbone of any health establishment, they seem are under constant occupational stress which varies from country to country.Aim: This paper aims to present and analyze critically the key stress factors on contemporary nursing.Method: A strategically planned four-step literature review was used focusing on identifying key stress factors in selected papers.Results: The refining process identified 26 key references which were analyzed and tabulated. These revealed areas of concern such as: insufficient work recourses, poor communication with superiors, dissatisfaction with psychosocial work environment, lowering levels of education achieved and pay, split-shifts and prolonged night shifts, high demanding tasks, verbal abuse, mobbing and antagonistic attitudes in work place and poor organization at work.Conclusions: A number of intervention strategies to avoid excess stress are presented which include: improved education of the workforce and awareness building; assessment-focused interventions; therapeutic counseling; skill-building and reorganizing the work environment.

  8. Guatemala; Third Review Under the Stand-By Arrangement: Staff Report; Staff Statement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Guatemala.

    OpenAIRE

    International Monetary Fund

    2010-01-01

    The Guatemalan economy is recovering faster than anticipated during the previous program review. The economic outlook has improved since the second program review. The fiscal deficit in 2010 will decline somewhat. There was agreement that a comprehensive tax reform remains the key medium-term challenge. There was agreement that monetary policy should remain vigilant. There has been progress in advancing financial sector reforms, but key elements of the reform agenda are pending. The near-term...

  9. Turkey; Third Review Under the Stand-By Arrangement-Staff Report; Staff Statement; and News Brief on the Executive Board Discussion

    OpenAIRE

    International Monetary Fund

    2002-01-01

    This paper examines Turkey’s Third Review Under the Stand-By Arrangement (SBA). The Turkish authorities’ perseverance with their economic program started to yield major gains in the first part of 2002. Through April 2002, the program outperformed expectations. With strong policy implementation, economic and financial indicators outperformed financial market expectations and program projections. In light of continued strong program implementation, the positive economic results achieved so ...

  10. Sudan; 2003 Article IV Consultation and First Review of the 2003 Staff-Monitored Program-Staff Report; and Public Information Notice on the Executive Board Discussion

    OpenAIRE

    International Monetary Fund

    2003-01-01

    The discussions focused on reviewing the reforms that were implemented since the last consultation, policies for the remainder of the year as well as the parameters of the 2004 program, and the medium-term outlook. Executive Directors encouraged the exchange and monetary systems, but additional efforts are needed on the fiscal front. Finally, a progress was achieved in preparing a medium-term economic program that will be underpinned by the preparation, for the first time, of a three-year rol...

  11. Why are NHS staff sickness absence rates higher than other organisations in the public and private sector? A critical review.

    OpenAIRE

    Clifton, Helen

    2011-01-01

    Background There has been a great deal of media attention surrounding the amount of sick days that are taken by public sector employees and recently this focus has been on NHS staff. NHS employees take more sickness absence days that than both other public sector and the private sector employees. It is estimated that staff sickness absence costs the NHS £1.7 billion per year as 10.3 million working days are lost. Aim The aim of the study is to answer the question, Why are NHS staff sicknes...

  12. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  13. Peru; Staff Report for the 2008 Article IV Consultation, Fourth Review and Inflation Consultation Under the Stand-By Arrangement and Request for Waiver of Applicability of Performance Criteria-Staff Report; Staff Statement; Public Information Notice and Press Release on the Executive Board Discussion; and Statement by the Executive Director for Peru

    OpenAIRE

    International Monetary Fund

    2009-01-01

    This paper presents the staff report for Peru’s 2008 Article IV Consultation, Fourth Review and Inflation Consultation under the Stand-By Arrangement and request for waiver of applicability of performance criteria. Peru has been liberalizing external trade through tariff reductions in past years and has also been seeking enhanced market access through new bilateral agreements. There has been progress in simplifying administrative procedures and in enacting legislation to reduce labor market...

  14. Elections to Staff Council

    CERN Document Server

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  15. NICU staff

    Science.gov (United States)

    ... your infant in the neonatal intensive care unit (NICU). The staff often includes the following: ALLIED HEALTH ... involved in your baby's care while in the NICU, it is the neonatologist who determines and coordinates ...

  16. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  17. Three Mile Island - a review of the accident and its implications for CANDU safety

    International Nuclear Information System (INIS)

    After the accident at the Three Mile Island-2 reactor all Canadian owners of CANDU nuclear power plants were asked by the Atomic Energy Control Board (AECB) to conduct a design review to assess the reliability of feedwater supply to boilers, the availability of backup cooling systems, and the adequacy of routine and emergency operating procedures. The authors studied the available information on the accident and the replies received from licensees. Their report is in three sections: a description of the accident, the authors' opinions of the underlying causes, and recommendations to the AECB regarding what might be done to confirm or improve the safety of CANDU plants

  18. Does organizational climate impact upon burnout in staff who work with people with intellectual disabilities? A systematic review of the literature.

    Science.gov (United States)

    Thompson, Lauren; Rose, John

    2011-09-01

    Staff stress and burnout is a prominent area of research in relation to services for people with intellectual disabilities. The aim of this article is to review the literature in relation to organizational climate in order to investigate whether there is a relationship between organizational variables and staff burnout. A systematic literature search yielded 21 articles which fell into two categories. Earlier studies tended to focus on deinstitutionalization, whereas later studies appeared to be influenced by work-stress theories, including 'person-environment fit' and demand control. Overall, it was found that an organizational climate that has a better 'person-environment' fit promotes greater job satisfaction and reduced burnout. Future research could focus upon the social or therapeutic aspects of the environment within services for people with intellectual disabilities to address an area of research which appears to have been overlooked. PMID:22123677

  19. 77 FR 65728 - Final Interim Staff Guidance Augmenting NUREG-1537, “Guidelines for Preparing and Reviewing...

    Science.gov (United States)

    2012-10-30

    .... Disposition: On June 20, 2011 (76 FR 35922), the NRC published for public comment the draft ISG, ``Staff..., ADAMS Accession Nos. ML11216A140, ML11220A263, and ML11217A018. On October 13, 2011 (76 FR 63668), the...'' (ADAMS Accession No. ML111810010). On April 10, 2012 (77 FR 21592), the NRC published for public...

  20. 75 FR 71701 - Science Advisory Board Staff Office; Request for Nominations of Experts for the Review of a Draft...

    Science.gov (United States)

    2010-11-24

    ... Staff Office will consider nominations received in response to this FR Notice, members of the Science... provides a flexible framework for conducting microbial risk assessment that may be applied by different... instructions can be accessed through the ``Nomination of Experts'' link on the blue navigational bar on the...

  1. Occupational exposure in medicine - a review of radiation doses to hospital staff in north-west England

    International Nuclear Information System (INIS)

    monitoring results relating principally to exposure during 1981 have been collated and examined. The analysis indicates that the doses received by staff are for the most part very low and provide little reason for concern. The only area of work in which worthwhile and cost-effective dose reductions could probably be achieved is that involving the use of pre-loaded applicators in gynaecological intra-cavitary therapy. Some relatively high staff exposures result from the use of this technique, and very significant reductions in these doses are confidently expected from a programme which has now commenced for the increasing use of remotely-controlled after-loading equipment housed in shielded treatment rooms. (author)

  2. Republic of Congo; Review of Performance under the Staff-Monitored Program and Request for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility

    OpenAIRE

    International Monetary Fund

    2005-01-01

    This paper reviews Congo’s Performance Under the Staff-Monitored Program (SMP) and Request for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility. Improvements in the political environment and an increased focus on economic management since late 2002 have already led to stronger economic growth and lower inflation. The 2004 SMP produced good results. All the program’s quantitative budgetary and financial indicators were met. Major progress was made in improving oil s...

  3. 76 FR 72725 - Draft License Renewal Interim Staff Guidance LR-ISG-2011-05: Ongoing Review of Operating Experience

    Science.gov (United States)

    2011-11-25

    ... Guidance (LR-ISG), LR-ISG-2011-05, ``Ongoing Review of Operating Experience.'' This LR-ISG provides... on how the ongoing review of operating experience should be used to ensure the effectiveness of the... their programmatic activities for operating experience reviews are appropriate for considering...

  4. Staff Rostering

    Directory of Open Access Journals (Sweden)

    R.A.E. Thompson

    1978-09-01

    Full Text Available Staff rostering is a key factor in nursing management with potential to bring life to, or to paralyse the system. This places immense responsibility on those in charge of rostering, and an all but intolerable load if the task is incumbent upon any one person. Nurse administrators (managers who have handled such a task, are to be congratulated on the order they have created out of potential ‘chaos’. It would seem, however, that the time is surely ripe for regular appraisals of the situation with a resultant increased participation in the policy and decision-making process.

  5. Staff review of 'Radioecological assessment of the Wyhl nuclear power plant': Analysis of the report prepared by the University of Heidelberg, West Germany. Draft summary report

    International Nuclear Information System (INIS)

    The Heidelberg Report presents an assessment of the environmental radiological impact of a proposed pressurized-water reactor to be built near Wyhl, West Germany. The assessment is based largely on mathematical models that are used to calculate doses to humans in the area surrounding a reactor site and describe the movement of radioactive materials in the environment. These are the same mathematical models that are used by the U.S. Nuclear Regulatory Commission (NRC) in licensing reactors in the United States. The NRC uses these models to make sure that any radiation exposure due to a reactor is far below national and international recommended 'safe' levels, as well as below natural radiation levels. The NRC staff reviewed certain parts of the Heidelberg Report because the report implied that the NRC may be substantially underestimating doses to individuals living near nuclear power plants by using incorrect values for parameters in the mathematical models. Although the Heidelberg Report assessment is based largely on environmental models described in four NRC Regulatory Guides, the NRC staff's review of the Heidelberg Report indicates that the Heidelberg authors used values for some model parameters that are too high

  6. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  7. 饭店员工流失问题的国内研究述评%Review of domestic studies of the hotel staff turnover

    Institute of Scientific and Technical Information of China (English)

    周楠楠; 郑向敏

    2011-01-01

    Being short of general awareness of the existing researches, current researches on the hotel staff turnover are homogenization and incompetent to practical guidance, so the summary - style overview of domestic study of the hotel staff turnover is particularly necessary. Sorting out the relevant literature about the hotel staff loss, this paper carries out literature reviews of incentives, influence, managing and controlling measures of employee loss in the hotels first. Then this article makes further critical analysis of their age distribution, research content, research perspectives, subjects, research methods of all the literatures. Finally it points out the inadequacies of current studies, and puts forward some suggestion for future research.%目前关于饭店员工流失的研究数量众多,但存在研究同质化的弊病,且缺乏现实的指导作用,主要是由于缺乏对现有研究成果的总体把握。因此,关于我国饭店员工流失研究的总结式研究就显得尤为必要。文章通过对饭店员工流失相关文献进行梳理,首先对饭店员工的流失诱因、流失影响、管理及控制对策进行文献综述,之后进一步从文献资料的年代分布、研究内容、研究视角、研究对象、研究方法几个方面深入评析。最后指出现有研究的不足之处,并对未来研究的发展方向提出了建议。

  8. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  9. AECB workshop on seismic hazard assessment in Southern Ontario. Program, list of participants and abstracts

    International Nuclear Information System (INIS)

    The purpose of the workshop was to review available geological and seismological data which could affect earthquake occurrence in southern Ontario and to develop a consensus on approaches that should be adopted for characterization of seismic hazard. The workshop was structured in technical sessions to focus presentations and discussions on four technical issues relevant to seismic hazard in southern Ontario, as follows: (1) The importance of geological and geophysical observations for the determination of seismic sources, (2) Methods and approaches which may be adopted for determining seismic sources based on integrated interpretations of geological and seismological information, (3) Methods and data which should be used for characterizing the seismicity parameters of seismic sources, and (4) Methods for assessment of vibratory ground motion hazard. This document presents a copy of the workshop program, the list of participants and extended abstracts received from speakers. It was distributed to the participants prior to the workshop. The abstracts were intended to provide advance information and to afford some basis for meaningful discussion and exchange of information

  10. AECB workshop on seismic hazard assessment in Southern Ontario. Recorded proceedings

    International Nuclear Information System (INIS)

    A workshop on seismic hazard assessment in southern Ontario was conducted on June 19-21, 1995. The purpose of the workshop was to review available geological and seismological data which could affect earthquake occurrence in southern Ontario and to develop a consensus on approaches that should be adopted for characterization of seismic hazard. The workshop was structured in technical sessions to focus presentations and discussions on four technical issues relevant to seismic hazard in southern Ontario, as follows: The importance of geological and geophysical observations for the determination of seismic sources; Methods and approaches which may be adopted for determining seismic sources based on integrated interpretations of geological and seismological information. Methods and data which should be used for characterizing the seismicity parameters of seismic sources. Methods for assessment of vibratory ground motion hazard. This document presents transcripts from recordings made of the presentations and discussion from the workshop. It will be noted, in some sections of the document, that the record is incomplete. This is due in part to recording equipment malfunction and in part due to the poor quality of recording obtained for certain periods

  11. Resolution of the Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    You were many to attend the public information meetings organised in October and we thank you for your interest. In this decision phase of the current Five-Yearly Review of our employment conditions they provided an opportunity to review the Management proposals in detail. They were a moment of exchange also on the various topics under review, and your comments were many and very valuable. Meeting on Thursday 29th October, the Staff Council discussed once more these proposals. It considered that the "package" of proposed measures is not balanced enough in its current form. It decided to formulate additional requests to the Management, relating mainly to the effects of the introduction of the proposed new career system. The resolution adopted this morning also implies that the consultation of staff, originally foreseen next week, is postponed. The staff Council will reconvene in a special session on Thursday, 5th November to reassess its position depending on the progress made regarding its d...

  12. Staff training in organisation

    OpenAIRE

    Vomáčka, Štěpán

    2012-01-01

    This thesis is focused to areas of staff training in organization. The first part summarize general problems of staff training as a part of human resources management and concepts are explained such as motivation to education, human recources management, staff training methods, analyses of staff training needs, methods of development needs identification, staff training planning, corporate staff training, e-learning and evaluation of personnel development results. The second part of this thes...

  13. Staff meeting

    CERN Multimedia

    2007-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Wednesday 16 January 2008 at 3:00 p.m. Main Auditorium (bldg 500) to convey my best wishes for the new year, to review CERN’s activities during 2007 and to present the perspectives for 2008, the year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (Bldg. 31) and the AT Auditorium (Bldg. 30). Simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season! Robert AYMAR

  14. Fast neutron therapy at Edinburgh: staff protection

    International Nuclear Information System (INIS)

    the major hazards encountered by staff using neutrons for radiotherapy are discussed. Specific reference is made to the experience gained at the MRC Cyclotron Unit at the Western General Hospital, Edinburgh, using neutrons generated by the d(15 MeV)+Be reaction. The neutron therapy facility consists of a cyclotron and both a fixed horizontal and an isocentric therapy beam, and staff protection during five years' operation is reviewed. Levels of induced activity in the cyclotron and therapy equipment are reported and problems of radioactive contamination discussed. Summaries of whole-body and finger dose equivalents received by engineering staff, and of whole-body dose equivalents received by physics and radiography staff, are presented and analysed. It is shown that, although doses received by staff are higher than for staff in an X-ray facility, they are all well below the maximum permissible levels, and it is also concluded that radioactive contamination of staff is minimal. (author)

  15. The staff regulations of the Agency

    International Nuclear Information System (INIS)

    Following the first comprehensive review of the Provisional Staff Regulations conducted by the Secretariat, the Board of Governors approved on 12 June 2002 amendments to the Provisional Staff Regulations including the removal of the attribute 'provisional' from their title. The revised Staff Regulations of the Agency are set forth in this document for the information of all Members of the Agency. There is a subject index at the end of the document

  16. Decentralized Ground Staff Scheduling

    OpenAIRE

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the sta...

  17. Influencing Variables and Moderators of Transfer of Learning to the Workplace within the Area of Staff Development in Higher Education: Research Review

    Science.gov (United States)

    De Rijdt, Catherine; Stes, Ann; van der Vleuten, Cees; Dochy, Filip

    2013-01-01

    The goal of staff development in higher education is a change in teacher practices to positively influence student learning. In other words, the goal of staff development is the transfer of learning to the workplace. Research illuminates that this transfer of learning to the workplace is a complex issue. To make an accurate assessment of staff…

  18. Gaming: a creative strategy for staff education.

    Science.gov (United States)

    Swartzendruber, D

    1994-02-01

    Providing staff development in a stimulating, innovative manner is the challenge of all nurse educators. This article discusses gaming, a creative teaching strategy that can help meet these needs. Games designed specifically for the education of dialysis staff will be reviewed. Advantages of the various games will also be examined. PMID:8141633

  19. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...

  20. E3 Staff Database

    Data.gov (United States)

    US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...

  1. Public comments on the proposed 10 CFR Part 51 rule for renewal of nuclear power plant operating licenses and supporting documents: Review of concerns and NRC staff response. Volume 1

    International Nuclear Information System (INIS)

    This report documents the Nuclear Regulatory Commission (NRC) staff review of public comments provided in response to the NRC's proposed amendments to 10 Code of Federal Regulations (CFR) Part 51, which establish new requirements for the environmental review of applications for the renewal of operating licenses of nuclear power plants. The public comments include those submitted in writing, as well as those provided at public meetings that were held with other Federal agencies, State agencies, nuclear industry representatives, public interest groups, and the general public. This report also contains the NRC staff response to the various concerns raised, and highlights the changes made to the final rule and the supporting documents in response to these concerns

  2. NO to sacrificing future staff!

    CERN Multimedia

    Staff Association

    2011-01-01

    During our public meetings last week, we reviewed several subjects. However, the most urgent one today is the 2nd package of measures for our Pension Fund. In our previous issue, we devoted a long article to the Management’s plan for staff recruited from January 2012. A disaster! As we announced at our meetings, the Staff Association will organize a referendum at the beginning of April. For the message to be heard it is vital that as many staff as possible take part. By voting you will express your support to your staff representatives to stand in the way of these unacceptable measures. It is a matter of urgency that the staff makes their voice heard. Time is short, the decisions will be made in June. The future of our Organization is as stake. This is our future colleagues we are talking about. We must prevent this sacrifice. They must be welcomed in such a manner that there is no uneasiness between us. They must be made to feel welcome in their new family, CERN, our CERN. That they should pay an ...

  3. Motivation theories of medical staff in hospitals

    OpenAIRE

    Dimitrios Kanellopoulos

    2012-01-01

    In recent decades, interest in hospital administration has turned increasingly to the effective motivation of doctors. Purpose: The presentation of selected theories of motivation through literature review and their application in medical and hospital staff. Material and methods: The Greek and international bibliography has been reviewed, and in particular papers on the motivation theories of medical staff published during the last ten years via Pub Med and Science Direct, during the period 2...

  4. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

    2013 Elections to Staff Council   Vote! Make your voice heard and be many to elect the new Staff Council. More details on the elections can be found on the Staff Association web site (https://ap-vote.web.cern.ch/elections-2013).   Timetable elections Monday 28 October to Monday 11 November, 12:00 am voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November, Staff Association Assizes Tuesday 3 December, first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee.

  5. The accident at Chernobyl and its implications for the safety of CANDU reactors

    International Nuclear Information System (INIS)

    In August 1986, a delegation of Canadians, including two members of the staff of the AECB (Atomic Energy Control Board), attended a post-accident review meeting in Vienna, at which Soviet representatives described the accident and its causes and consequences. On the basis of the information presented at that meeting, AECB staff conducted a study of the accident to ascertain its implications for the safety of CANDU nuclear reactors and for the regulatory process in Canada. The conclusion of this review is that the accident at Chernobyl has not revealed any important new information which would have an effect on the safety requirements for CANDU reactors as presently applied by the AECB. All important aspects of the accident and its causes have been considered by the AECB in the licensing process for currently licensed reactors. However a number of recommendations are made with respect to aspects of reactor safety which should be re-examined in order to reinforce this conclusion

  6. Staff Adaptation in Selected Company

    OpenAIRE

    Štolcová, Jana

    2011-01-01

    The work focuses on personnel actions of employee adaptation as, nowadays, it is very important to maintain a good and skilled staff. The main aim of this work is to analyze and evaluate the process of adaptation of new employees at the headquarters of the BILLA, Ltd., which operates more than 200 supermarkets around the Czech Republic,. Another task is to propose partial measures which would improve the process of adaptation in the society. The literature review discusses the importance of ...

  7. Library staff development course.

    OpenAIRE

    Eaton, E K

    1981-01-01

    The Moody Medical Library at the University of Texas Medical Branch plans, presents, and evaluates regularly a staff development program for its employees, including librarians and clerical and technical staff. The program's purpose is to provide continuing education for the library staff while concurrently: (1) providing information concerning specific library services and programs; (2) illustrating the interrelationship of the departments and divisions within the library; (3) developing a s...

  8. Planning Staff Meetings. Ideas for Staff Training.

    Science.gov (United States)

    Carter, Margie

    2002-01-01

    Emphasizes the importance of the planning and the process of organizing staff meetings. Specifically addresses the areas concerning clarity of purpose and structure of meetings, as well as promoting learning and connecting during meetings. Provides specific strategies to achieve these goals including suggestions for self-assessment. (SD)

  9. Peru; Third Review and Inflation Consultation Under the Stand-By Arrangement and Request for Waiver of Applicability of Performance Criteria: Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Peru

    OpenAIRE

    International Monetary Fund

    2008-01-01

    This paper discusses key findings of the Third Review for Peru and Inflation Consultation Under the Stand-By Arrangement. All performance criteria for end-December 2007 and end-March 2008 were observed, but inflation in March exceeded the upper limit of the program’s consultation band around the official inflation target range. The end-March structural benchmark was observed and progress has been made on end-June benchmarks. The outlook for 2008 remains favorable, with the economy continuin...

  10. A review of research on direct-care staff data collection regarding the severity and function of challenging behavior in individuals with intellectual and developmental disabilities.

    Science.gov (United States)

    Madsen, Emily K; Peck, Janelle A; Valdovinos, Maria G

    2016-09-01

    In working with individuals with intellectual and developmental disabilities (IDDs), it is direct care staff who are often required to collect data on individuals' behavior which is used as the basis for implementation of empirically based approaches for intervention and treatment. Due to limited resources, indirect and descriptive measures of challenging behaviors are employed to analyze the function of individuals' behaviors in place of the preferred method of multimodal assessment, which includes experimental functional analysis. To ensure the most effective services and support to individuals with IDDs, accurate and consistent data collection is critical. In this article, we highlight the importance of accurate data collection practices, conduct a comparison of data collection methods, and discuss limitations .… and barriers for staff. The article concludes with recommendations for best practices and future research. PMID:26502891

  11. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

  12. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  13. Optimisation of staff protection

    International Nuclear Information System (INIS)

    It is important to minimize the radiation dose received by staff, but it is particularly important in interventional radiology. Staff doses may be reduced by minimizing the fluoroscopic screening time and number of images, compatible with the clinical objective of the procedure. Staff may also move to different positions in the room in an attempt to reduce doses. Finally, staff should wear appropriate protective clothing to reduce their occupational doses. This paper will concentrate on the optimization of personal shielding in interventional radiology. The effect of changing the lead equivalence of various protective devices on effective dose to staff has been studied by modeling the exposure of staff to realistic scattered radiation. Both overcouch x-ray tube/undercouch image intensified and overcouch image intensifier/undercouch x-ray tube geometries were simulated. It was deduced from this simulation that increasing the lead apron thickness from 0.35 mm lead to 0.5 mm lead had only a small reducing effect. By contrast, wearing a lead rubber thyroid shield or face mask is a superior means of reducing the effective dose to staff. Standing back from the couch when the x-ray tube is emitting radiation is another good method of reducing doses, being better than exchanging a 0.35 mm lead apron for a 0.5 mm apron. In summary, it is always preferable to shield more organs than to increase the thickness of the lead apron. (author)

  14. The AB Staff Plan

    CERN Document Server

    Boillot, J; Delahaye, J P; Myers, S; CERN. Geneva. AB Department

    2003-01-01

    The present report summarises the staff plan of the newly created Accelerators and Beams (AB) Division following the restructuring of the Accelerator Sector and covering the period 2003 to 2010. It underlines the refocusing of the staff on priority work, especially the LHC Project and is coherent with the recently adopted CERN Long Term Plan (LTP). It compares the requested and available manpower (both staff and industrial support) for each Project, Programme and Activity (PPA) split in work packages and highlights the missing manpower for each category of personnel.

  15. Staffing in postnatal units: is it adequate for the provision of quality care? Staff perspectives from a state-wide review of postnatal care in Victoria, Australia

    Directory of Open Access Journals (Sweden)

    Lumley Judith

    2006-07-01

    Full Text Available Abstract Background State-wide surveys of recent mothers conducted over the past decade in Victoria, one state of Australia, have identified that women are consistently less satisfied with the care they received in hospital following birth compared with other aspects of maternity care. Little is known of caregivers' perspectives on the provision ofhospital postnatal care: how care is organised and provided in different hospitals; what constrains the provision of postnatal care (apart from funding and what initiatives are being undertaken to improve service delivery. A state-widereview of organisational structures and processes in relation to the provision of hospital postnatal care in Victoria was undertaken. This paper focuses on the impact of staffing issues on the provision of quality postnatal care from the perspective of care providers. Methods A study of care providers from Victorian public hospitals that provide maternity services was undertaken. Datawere collected in two stages. Stage one: a structured questionnaire was sent to all public hospitals in Victoria that provided postnatal care (n = 73, exploring the structure and organisation of care (e.g. staffing, routine observations, policy framework and discharge planning. Stage two: 14 maternity units were selected and invited to participate in a more in-depth exploration of postnatal care. Thirty-eight key informant interviews were undertaken with midwives (including unit managers, associate unit managers and clinical midwives and a medical practitioner from eachselected hospital. Results Staffing was highlighted as a major factor impacting on the provision of quality postnatal care. There were significant issues associated with inadequate staff/patient ratios; staffing mix; patient mix; prioritisation of birth suites over postnatal units; and the use of non-permanent staff. Forty-three percent of hospitals reported having only midwives (i.e. no non-midwives providing postnatal care

  16. Staff Association Information Meetings

    CERN Multimedia

    2011-01-01

    Staff Association Information Meetings: - Thursday 29 September at 2 p.m., Meyrin, Kjell Johnsen Auditorium, 30-7-017 (in French) - Friday 30 September at 10 a.m., Prévessin, BE Auditorium, 864-1-D02 (in French) - Monday 3 October at 2 p.m., Meyrin, IT Auditorium, 31-3-004 (in French) - Tuesday 4 October at 2 p.m., Meyrin, Filtration Plant, 222-R-001 (in English)   Staff Association

  17. web2.0环境下全员参与竞争情报的行为研究进展%A Research Review on Behavior of All-staff Participation in Competitive Intelligence in web2 . 0

    Institute of Scientific and Technical Information of China (English)

    宋新平; 杨阳; 李保珍; 朱鹏云

    2015-01-01

    Enterprise has always paid attention to all-staff participation in competitive intelligence, and has gotten various achievements;while at the same time, the theory development is still unsatisfactory so far. However, along with the population and application of new Internet technologies, such as web2. 0, big data etc. , there are more new contents concerning all-staff participation in competitive intelli-gence, the research focuses of the scholars are developed gradually on the research of all-staff participation in competitive intelligence based on Internet collective intelligence. From the angle of comparing behavior of participation in competitive intelligence to the intelli-gence behavior in reality presently, this paper reviews research of enterprise staff’ s behavior of participation in competitive intelligence, and points out the future research direction.%全员参与竞争情报一直受到企业竞争情报界的倡导,理论界对其有所关注但没有引起足够的重视。随着web2.0、大数据等互联网新技术的推广,全员参与竞争情报被赋予了新的内涵,学者关注的焦点也逐渐演化成了基于群体智慧的全员参与竞争情报的研究。拟从对比员工参与竞争情报行为与实际情报行为的视角,梳理web2.0下企业员工参与情报行为研究脉络,并指出未来研究方向。

  18. Use staff wisely to save NHS money.

    Science.gov (United States)

    Moore, Alison

    2015-12-01

    The NHS could save up to £ 2 billion a year by improving workflow and containing workforce costs, according to Labour peer Lord Carter's review of NHS efficiency. Changes in areas such as rostering and management of annual leave must avoid increasing the pressure on staff. PMID:26647680

  19. Integration of CERN staff

    CERN Multimedia

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  20. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

    Describes the process of staff selection for the general studies department at Piedmont Technical College. Makes suggestions on how to write a job description, establish selection criteria, develop the selection process, and make the selection itself. Includes sample forms used in the process. (DR)

  1. Pakistan; Sixth Review Under the Extended Arrangement and Modification of Performance Criteria-Staff Report; Press Release; and Statement by the Executive Director for Pakistan

    OpenAIRE

    International Monetary Fund

    2015-01-01

    EXECUTIVE SUMMARY Extended Arrangement under the Extended Fund Facility (EFF): A 36 month, SDR 4,393 million (425 percent of quota) Extended Arrangement under the EFF was approved by the Executive Board on September 4, 2013 and the fourth and fifth reviews were completed on December 17, 2014, for a total disbursement of SDR 2,160 million. The sixth tranche amounting to SDR 360 million will be available upon the completion of this review. Status of the program: All end-December 2014 quantitati...

  2. Moving Staff through Difficult Issues. Ideas for Training Staff.

    Science.gov (United States)

    Carter, Margie; Pelo, Ann

    2002-01-01

    Offers practical solutions to three problems faced by administrators of early childhood education programs: motivating staff with different levels of commitment, dealing with staff communications and conflicts, and minimizing the impact of teacher turnover. (JPB)

  3. Developments in AECB operator examination

    International Nuclear Information System (INIS)

    This paper describes the on-going evolution of the system used by the Atomic Energy Control Board to assess the qualifications of shift supervisors and control room operators of CANDU nuclear power plants. The main change was the introduction in 1993 of routine simulator-based testing. The use of a simulator as a partial replacement for written examinations has been successful in ensuring competence; it fits in with training programs, results in spin-off operational safety benefits, and is accepted as fair. 4 refs., 1 ill., 1 tab

  4. Identifying needs to develop a PBL staff development program

    Directory of Open Access Journals (Sweden)

    Prarthana Coffin

    2013-08-01

    Full Text Available Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims to answer the following research questions 1 how can university academic staff be assisted to acquire pedagogical competences for an initiative of the implementation of PBL curriculum? 2 What kinds of support do university academic staff need in order to maintain PBL implementation? Through a combination of a literature review, interviews with 6 PBL experts which emphasize the importance of PBL facilitators, and document analysis of reflection notes from 18 trainees of a PBL workshop, this study will produce a guideline in developing a PBL Academic Staff Development Program for an institute wishes to implement and retain PBL as the education strategy.

  5. Peru; Staff Report for the 2004 Article IV Consultation, Fourth Review Under the Stand-By Arrangement, and Request for Waiver of Nonobservance of Performance Criterion

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This paper examines Peru’s 2004 Article IV Consultation, Fourth Review Under the Stand-By Arrangement, and Request for Waiver of Nonobservance of Performance Criterion. In 2003, Peru’s real GDP grew by 4 percent, with inflation of 2.5 percent and a further strengthening of the external position. Fiscal reforms have progressed well over the last two years, including the creation of a sound legal framework for fiscal decentralization, improved fiscal transparency, and further pension reform...

  6. Design of Staffs Assessing System

    OpenAIRE

    Hůlová, Iva

    2011-01-01

    This thesis deals with the staff assessment system in the organization in connection with reward system. This thesis is divided into the theoretical part and the practical part. The theoretical part describes the concept of staff assessment system and system of reward. Within the frame of staff assessing in addition to these tasks further the basic and additional assessment methods are explained, assessment criteria and also the errors and problems connected with the staff assessing. The c...

  7. Management problems of staff motivation

    OpenAIRE

    PUZYNYA T.A.

    2015-01-01

    Staff motivation is a major link in improving the competitiveness of any organization. One of the main problems of management of motivation of staff is the individuality of each employee, so the knowledge of psychology and individual needs will help organizations effectively manage staff.

  8. The Staff Association and you

    CERN Multimedia

    Staff Association

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  9. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  10. Information for contractors' staff

    CERN Multimedia

    Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/ Thank you for your understanding. The Dosimetry Service

  11. STAFF VACANCY LIST

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  12. THE MANY ROLES OF THE CERN STAFF ASSOCIATION

    CERN Multimedia

    Staff Association

    2011-01-01

    The Staff Association represents all staff Article VII 1.01 of the Staff Rules & Regulations (SR&R) stipulates that “[…] the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary.” The role of the Staff Association delegates as representatives of all staff of the Organization before the Director-General and Member States is demonstrated by its participation in different joint committees defined in the SR&R and by TREF. This role was particularly visible in 2009 and 2010 with demonstrations of between one and two thousand participants, first for our Pension Fund in December 2009 and March 2010, then for basic research in August 2010. The presence of the Staff Association was also evident with its public meetings, staff votes in the framework of the 2010 five-yearly review, and other actions. But the Staff Association is also The CERN Nu...

  13. Staff Stress and Burnout in Intellectual Disability Services: Work Stress Theory and Its Application

    Science.gov (United States)

    Devereux, Jason; Hastings, Richard; Noone, Steve

    2009-01-01

    Background: Staff in intellectual disability services can be at risk of stress and burnout at work. Given that staff well-being has implications for the quality of life of the staff themselves and people with intellectual disabilities themselves, this is an important research and practical topic. In this paper, we review work stress theories that…

  14. Quality of Online Chat Reference Answers Differ between Local and Consortium Library Staff: Providing Consortium Staff with More Local Information Can Mitigate these Differences. A Review of: Meert, D.L., & Given, L.M. (2009. Measuring quality in chat reference consortia: A comparative analysis of responses to users’ queries.” College & Research Libraries, 70(1, 71‐84.

    Directory of Open Access Journals (Sweden)

    Laura Newton Miller

    2010-03-01

    Full Text Available Objective – To evaluate the quality of answers from a 24/7 online chat reference service by comparing the responses given by local and consortia library staff using in‐house reference standards, and by assessing whether or not the questions were answered in real time.Design – Comparative analysis of online chat reference transcripts.Setting – Large academic library in Alberta, Canada.Subjects – A total of online chat reference transcripts from the first year of consortium service were analyzed for this study. Of these, 252 were answered by local library staff and 226 from consortia (non‐local library staff.Methods – A stratified random sample of 1,402 transcripts were collected from the first year of consortium service (beginning of October to end of April. This method was then applied monthly, resulting in a sample size of 478 transcripts. In the first part of the study, responses were coded within the transcripts with a “yes” or “no” label to determine if they met the standards set by the local university library’s reference management. Reference transaction standards included questions regarding whether or not correct information or instructions were given and if not, whether the user was referred to an authoritative source for the correct information. The second part of the study coded transcripts with a “yes” or “no” designation as to whether the user received an answer from the staff member in “real time” and if not, was further analyzed to determine why the user did not receive a real‐time response. Each transcript was coded as reflecting one of four “question categories” that included library user information, request for instruction, request for academic information, and miscellaneous/non‐library questions.Main Results – When all question types were integrated, analysis revealed that local library staff met reference transaction standards 94% of the time. Consortia staff met these same

  15. The perceived stress and turnover intention of direct-care staff of community residential facilities

    OpenAIRE

    Lightle, Kevin Eugene

    1990-01-01

    This study examines turnover among direct-care staff of community residential facilities. Turnover is of concern as the projected rate indicated by direct-care staff is 34%. A review of personnel records project an annual turnover rate of 40%. Stress is examined for its relationship to turnover. The Maslach Burnout Inventory is used to measure the perceived stress level of staff. Results indicate direct-care staff are not stressed to the point of burnout in two of ...

  16. Recruiting and Retaining Summer Staff.

    Science.gov (United States)

    Crossen, Brian; Yerkes, Rita

    1998-01-01

    Recruiting of camp staff is challenged by economic and workplace restructuring, including business downsizing, part-time and temporary employment patterns, and generational attitude changes. Strategies for hiring and retaining staff include knowing what college-age workers want, marketing benefits, adopting new business strategies, and empowering…

  17. Risk management through staff education.

    Science.gov (United States)

    Seisser, M A; Epstein, A L

    1998-01-01

    The staff members of a healthcare organization are recognized as students of risk management. The risk manager, through application of the fundamentals of andragogy (i.e., learning strategies specific to adult learners), is in an advantageous position to assist staff in successfully applying risk management thought processes and related actions. PMID:10185075

  18. Staff Bullying in Australian Schools

    Science.gov (United States)

    Riley, Dan; Duncan, Deirdre J.; Edwards, John

    2011-01-01

    Purpose: The purpose of this paper is to estimate the prevalence of staff bullying in Australian schools, to identify bullies and targets and to examine some implications for school leaders in dealing with staff bullying. Design/methodology/approach: The quantitative research design survey instrument contained 11 demographic items, 44 questions of…

  19. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Vote Elections to fill all seats in the Staff Council are being organized this month. Voting will begin on Monday 31 October. Make your voice heard and be many to elect the new Staff Council. By doing so, you will be encouraging the men and women who will  represent you over the next two years and they will doubtless appreciate your gratitude. More details on the elections can be found on the Staff Association web site. (http://association.web.cern.ch) Elections Timetable Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee. 

  20. Democratic Republic of the Congo; Second Review Under the Three-Year Arrangement Under the Extended Credit Facility and Financing Assurances Review—Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Democratic Republic of the Congo

    OpenAIRE

    International Monetary Fund

    2011-01-01

    The IMF’s Executive Board completed the first review under the Extended Credit Facility (ECF) arrangement in June 2010 and decided that the Democratic Republic of Congo (DRC) had reached the completion point under the Enhanced Heavily Indebted Poor Countries (HIPC) Initiative. In 2010, an improvement in global economic conditions supported strong macroeconomic performance; however, weaknesses in the financial sector were also exposed. The authorities recognized the importance of strengtheni...

  1. Staff Training using STAR (Staff Training in Assisted Living Residences): A Pilot Study in UK Residential Care Homes

    OpenAIRE

    Goyder, J. C.

    2011-01-01

    Background: The behavioural and psychological symptoms of dementia (BPSD) are very common in people with dementia living in care homes. Training care home staff to understand and manage these symptoms is a potentially valuable intervention. This review aimed to understand the effectiveness of staff training interventions for reducing BPSD. Method: A systematic literature search was conducted. The search identified 273 studies. Twenty studies, published between 1998 and 2010, were found to mee...

  2. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  3. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  4. Radiation monitoring of PET staff

    International Nuclear Information System (INIS)

    Full text: Positron emission tomography (PET) is becoming a common diagnostic tool in hospitals, often located in and employing staff from the Nuclear Medicine or Radiology departments. Although similar in some ways, staff in PET departments are commonly found to have the highest radiation doses in the hospital environment due to unique challenges which PET tracers present in administration as well as production. The establishment of a PET centre with a dedicated cyclotron has raised concerns of radiation protection to the staff at the WA PET Centre and the Radiopharmaceutical Production and Development (RAPID) team. Since every PET centre has differing designs and practices, it was considered important to closely monitor the radiation dose to our staff so that improvements to practices and design could be made to reduce radiation dose. Electronic dosimeters (MGP DMC 2000XB), which have a facility to log time and dose at 10 second intervals, were provided to three PET technologists and three PET nurses. These were worn in the top pocket of their lab coats throughout a whole day. Each staff member was then asked to note down their duties throughout the day and also note the time they performed each duty. The duties would then correlate with the dose with which the electronic monitor recorded and an estimate of radiation dose per duty could be given. Also an estimate of the dose per day to each staff member could be made. PET nurses averaged approximately 20 μ8v per day getting their largest dose from caring for occasional problematic patients. Smaller doses of a 1-2 μ8v were recorded for injections and removing cannulas. PET technologists averaged approximately 15 μ8v per day getting their largest dose of 1-5μ8v mainly from positioning of patients and sometimes larger doses due to problematic patients. Smaller doses of 1-2 μ5v were again recorded for injections and removal of cannulas. Following a presentation given to staff, all WA PET Centre and RAPID staff

  5. Quality of Online Chat Reference Answers Differ between Local and Consortium Library Staff: Providing Consortium Staff with More Local Information Can Mitigate these Differences. A Review of: Meert, D.L., & Given, L.M. (2009). Measuring quality in chat reference consortia: A comparative analysis of responses to users’ queries.” College & Research Libraries, 70(1), 71‐84.

    OpenAIRE

    Laura Newton Miller

    2010-01-01

    Objective – To evaluate the quality of answers from a 24/7 online chat reference service by comparing the responses given by local and consortia library staff using in‐house reference standards, and by assessing whether or not the questions were answered in real time.Design – Comparative analysis of online chat reference transcripts.Setting – Large academic library in Alberta, Canada.Subjects – A total of online chat reference transcripts from the first year of consortium service were analyze...

  6. Training May Affect Primary Care Staff Access to the Biomedical Electronic Evidence Base. A review of: Doney, Liz, Helen Barlow, and Joe West. “Use of Libraries and Electronic Information Resources by Primary Care Staff: Outcomes from a Survey.” Health Information and Libraries Journal 22.3 (September 2005: 182-188.

    Directory of Open Access Journals (Sweden)

    Marcy L. Brown

    2006-03-01

    Full Text Available Objective – To assess use of existing local libraries, the Internet, and biomedical databases by primary care staff prior to implementation of the Primary Care Knowledge Management Projects. Additionally, to assess the need to train primary care staff to use the Internet and biomedical databases. Design – Cross‐sectional postal questionnaire survey. Setting – Nottingham and Rotherham, two cities in the Trent region of the UK. Subjects – Questionnaires were analyzed from 243 general practitioners, practice nurses, and practice managers in four Nottingham primary care trusts as well as practices in the Rotherham Health Authority area. Methods – Questionnaires and cover letters were sent between May 2001 and February 2002. To encourage response, a postage‐paid envelope was enclosed. A total of 709 questionnaires were sent in Nottingham, and 169 were returned for a response rate of 24%. In Rotherham, 179 questionnaires were sent and 61 returned, for a 34% response rate. Thirteen responses from a May 2001 pilot in Rotherham were also included in the data analysis. Survey questions included a variety of formats, including tick boxes and open‐ended questions. Data was entered into an Access database and analysis was performed using Stata software. Main results – Reported use of libraries was low overall, with only 30% of respondents claiming to have used library facilities. However, there was significant variation among professional groups. Practice nurses (PNs had significantly higher usage of libraries than general practitioners (GPs and practice managers (P Conclusion – Based on the results of this admittedly small study, additional training is needed – and desired – by primary care staff in both Nottingham and Rotherham. Developing and offering training in Internet searching and evaluation as well as use of the biomedical databases is one important way in which libraries can build partnerships with primary care practitioners

  7. Day Camp Manual: Staff. Book II.

    Science.gov (United States)

    Babcock, William

    Book II of a 5-book day camp manual focuses on staff selection and training. Following the philosophy that developing an effective staff is the responsibility of the camp director, the book contains major sections on staff recruitment (sources of staff, problems, selection procedures, job descriptions, personnel practices); guidelines for job…

  8. Staff Association Handbook, 1974-75.

    Science.gov (United States)

    Montgomery Coll. Staff Association, Takoma Park, MD.

    This handbook provides a list of Staff Senate and Committee members of the Staff Association of Montgomery College, a copy of the bylaws of the association, and sections of the college's "Policies and Procedures Manual" that affect staff employees. These sections of the manual pertain to: Administrative and Staff Communication; Affirmative Action…

  9. The impact of staff case manager-case management supervisor relationship on job satisfaction and retention of RN case managers.

    Science.gov (United States)

    Hogan, Tierney D

    2005-01-01

    A positive relationship between staff RN case managers and their case management supervisor significantly impacts job satisfaction and retention in case managers. Literature review supports the premise that staff need to trust their supervisor and that there is a connection between this trust and job satisfaction. Staff case managers need to have a voice at work and feel empowered, and a supervisor's leadership style can influence job satisfaction and retention in their staff. PMID:16205207

  10. Overview of NRC review process

    Energy Technology Data Exchange (ETDEWEB)

    Tokar, M.; Kane, J.D.

    1989-11-01

    This paper describes the NRC staff`s review of the Prototype License Application Safety Analysis Report (PLASAR) for an Earth-Mounded Concrete Bunker low-level waste disposal facility. Described are the objectives of the review, the resources (e.g., background guidance documents and staff technical disciplines) used, and the products produced. Evaluation conclusions are summarized.

  11. 42 CFR 491.8 - Staffing and staff responsibilities.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Staffing and staff responsibilities. 491.8 Section 491.8 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... the development, execution and periodic review of the written policies governing the services...

  12. The safety of Ontario's nuclear power reactors. A scientific and technical review. A submission to the Ontario Nuclear Safety Review by Atomic Energy Canada Limited

    International Nuclear Information System (INIS)

    This submission comments on the evolution of the Canadian nuclear program, the management of safety, and the reactor design, analysis, operation and research programs that contribute to the safety of the CANDU reactor and provide assurance of safety to the regulatory agency and to the public. The CANDU reactor system has been designed and developed with close cooperation between Atomic Energy of Canada Ltd. (AECL), utilities, manufacturers, and the Atomic Energy Control Board (AECB). The AECB has the responsibility, on behalf of the public, for establishing acceptable standards with respect to public risk and for establishing through independent review that these standards are satisfied. The plant designer has responsibility for defining how those standards will be met. The plant operator has responsibility for operating within the framework of those standards. The Canadian approach to safety design is based on the philosophy of defence in depth. Defence in depth is achieved through a high level of equipment quality, system redundancy and fail-safe design; regulating and process systems designed to maintain all process systems within acceptable operating parameters; and, independent safety systems to shut down the reactor, provide long-term cooling, and contain potential release of radioactivity in the event of an accident. The resulting design meets regulatory requirements not only in Canada but also in other countries. Probabilistic safety and risk evaluations show that the CANDU design offers a level of safety and least as good as other commercially available reactor designs

  13. The Staff Council, ready for the challenges of 2015

    CERN Multimedia

    Staff Association

    2015-01-01

    In order to fulfil its mission of representing CERN staff with the Management and the Member States in an optimal way, the Staff Council relies on the work of a number of commissions, amongst them employment conditions, pensions, legal matters, social security, health and safety and InFormAction (training, information and action). All of these commissions have as a goal to try and improve the employment conditions of CERN members of personnel. This is the case in particular in the context of the five-yearly review process, ending in December 2015 (5YR 2015). Let us recall that the objective of a five-yearly review is to ensure that the financial and social conditions offered by the Organisation favour recruitment from all Member States, and to retain and motivate staff necessary for the fulfilment of its mission. The convenor of each Commission reports regularly to the Staff Council and Executive Committee on the work performed in their group. The commissions are open to all members of the Staff Associati...

  14. Republic of Mozambique; Staff Report for the 2013 Article IV Consultation, Sixth Review Under the Policy Support Instrument, Request for a Three-Year Policy Support Instrument and Cancellation of Current Policy Support Instrument

    OpenAIRE

    International Monetary Fund

    2013-01-01

    The staff report for the 2013 Article IV Consultation for the Republic of Mozambique focuses on the development agenda and appropriate policy priorities to successfully transition to a resource-rich era. These priorities include skillful medium-term management of the impact of developing coal and gas resources, high public investment spending on growth, external competitiveness, and through increased commercial borrowing, on debt sustainability and investment planning. Mozambique has a high r...

  15. Internet Staff Development: A Continuum.

    Science.gov (United States)

    Anderson, Mary Alice

    1998-01-01

    Provides a synopsis of classes developed by the Winona (Minnesota) Middle School media center to provide staff with current Internet skills. Includes navigation techniques using browsers; e-mail; search engines; selecting and evaluating Web sites; Internet ethics and Netiquette; critical evaluation of Web sources; graphics; interactive video…

  16. Top 10 Staff Survival Tips.

    Science.gov (United States)

    O'Brien, Laurie

    1995-01-01

    Tips for camp staff on how to survive summer camp include not giving campers sugary drinks before bedtime, setting behavior limits with campers, setting an example by following camp rules, getting enough rest, being fair and consistent, controlling anger, being accountable for actions, asking questions, and being flexible. (LP)

  17. Development of Technology Competencies for Public Services’ Staff Has Limited External Validity. A Review of: Wong, G. K. W. (2010. Information commons help desk transactions study. Journal of Academic Librarianship, 36(3, 235-241.

    Directory of Open Access Journals (Sweden)

    Jason Martin

    2011-03-01

    Full Text Available Objective - To develop an understanding of the types of technology questions asked at an information commons help desk for the purposes of staffing the desk and training. Specifically, the study looked to answer the following questions:1. What kind of assistance do users seek from the help desk?2. How complex is it to handle the technology questions?3. What are the key competencies desirable of the help desk staff?Design - Qualitative analysis of transactions completed at an information commons help desk.Setting - A medium sized academic library located in Hong Kong.Data - 1,636 transactions completed at an information commons help desk between January 2007 and May 2009.Methods - From the opening in 2006, the staff of the information commons help desk recorded all transactions electronically using a modified version of the open source software LibStats. The author examined the transactions for roughly the second and third weeks of each month from January 2007 to May 2009 in an effort to determine the types of questions asked and their complexity.Main Results - In response to question one, 86.3% of questions asked at the help desk concerned technology; the majority of those questions (76.5% were about printing, wireless connection, and various software operation. For question two, 82% of technology questions were determined to be of the lowest tier (Tier 1 of complexity, one-third of the questions required only “direct answers,” and 80% of questions could be answered consistently via the creation of a “knowledge base of answers for these foreseeable questions.” For question three, a list of fourteen competencies for help desk staff were created.Conclusion - With the low complexity of the technology questions asked, the creation of a knowledge base of common questions and answers, and proper training of staff based on the competencies identified in the study, an information commons could be effective with one integrated desk staffed by a

  18. A Structured Writing Programme for Staff: Facilitating Knowledge, Skills, Confidence and Publishing Outcomes

    Science.gov (United States)

    Devlin, Marcia; Radloff, Alex

    2014-01-01

    The growing interest in the higher education sector in publishing pedagogical research has led to a focus on professional development for staff who wish to engage in this endeavour. This paper describes and evaluates a specific programme designed to help university staff to prepare and submit a high-quality paper to a peer-reviewed journal.…

  19. 76 FR 32202 - Science Advisory Board Staff Office Request for Additional Nominations for the SAB Environmental...

    Science.gov (United States)

    2011-06-03

    ... the Panel as a whole, (f) diversity of expertise and viewpoints. The SAB Staff Office's evaluation of... AGENCY Science Advisory Board Staff Office Request for Additional Nominations for the SAB Environmental Justice Technical Review Panel(s) AGENCY: Environmental Protection Agency (EPA). ACTION: Notice....

  20. Characteristics of KIPT staff by groups of radiation risk

    International Nuclear Information System (INIS)

    The methodology of individual radiation cancer risk assessment UNSCEAR-94 has been described. Characteristics of KIPT staff at the individual monitoring, in terms of the ''Dose-response matrix'' have been reviewed. The main results of the calculations of the relative, attributive and absolute radiation risks of KIPT personnel for different sites and different risk groups have been showed. The distributions of the main characteristics of the personnel: age, years on the individual monitoring and the cumulative dose for different radiation risk groups of staff have been investigated.

  1. Staff

    Index Scriptorium Estoniae

    2006-01-01

    TÜ teadustöötajaist ja õppejõududest on 2/3 doktorikraadiga. TÜ rektor Jaak Aaviksoo ja teadusprprektor Ain Heinaru valiti Euroopa kõrghariduspoliitika juhtorganitesse. Sotsiaalteaduskonna prof. Wolfgang Drechsler sai Saksa-Eesti akadeemiliste suhete arendamise eest Saksamaa Liitvabariigi Teeneteristi

  2. Some fuzzy techniques for staff selection process: A survey

    Science.gov (United States)

    Md Saad, R.; Ahmad, M. Z.; Abu, M. S.; Jusoh, M. S.

    2013-04-01

    With high level of business competition, it is vital to have flexible staff that are able to adapt themselves with work circumstances. However, staff selection process is not an easy task to be solved, even when it is tackled in a simplified version containing only a single criterion and a homogeneous skill. When multiple criteria and various skills are involved, the problem becomes much more complicated. In adddition, there are some information that could not be measured precisely. This is patently obvious when dealing with opinions, thoughts, feelings, believes, etc. One possible tool to handle this issue is by using fuzzy set theory. Therefore, the objective of this paper is to review the existing fuzzy techniques for solving staff selection process. It classifies several existing research methods and identifies areas where there is a gap and need further research. Finally, this paper concludes by suggesting new ideas for future research based on the gaps identified.

  3. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Asscociation

    2015-01-01

    Make your voice heard, support your candidates! Be many to vote and to elect the new Staff Council. By doing so, you will be encouraging the men and women who will represent you over the next two years and they will without doubt appreciate your gratitude. The voting takes place from the 26th of October to the 9th of November, at noon at https://ap-vote.web.cern.ch/elections-2015.   Elections Timetable Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Tuesday 8 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. Candidates for the 2015 elections

  4. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2001-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2001 Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex R A 2 respectively). These scales include the correction approved in June 2001 of the discrepancy of 0.3% in the net salary adjustment on 1 January 2001. Family Allowance and Child Allowance (Annex R A 4). Reimbursement of education fees (Article R A 8.01) for the academic year 2000/2001, i.e. with effect from 1 September 2000. Periodic reviews of the financial conditions of members of the personel (Annex A1). 1 July 2001 Various drafting amendments adopted in order to ensure greater coherence between the texts, the procedures and actual practice. 1 September 2001 Implementation of the new career structure. Copies of these updates are available in the divisional secretariats.

  5. Afghanistan; Joint Staff Advisory Note

    OpenAIRE

    International Monetary Fund

    2010-01-01

    This Joint Staff Advisory Note discusses Afghanistan’s Poverty Reduction Strategy Paper's annual progress report. Afghanistan has experienced a number of extraordinary challenges that delayed its implementation. The security situation deteriorated markedly and has been dominated by the cross-border Taliban insurgency. Growth started to recover from a devastating drought. In May 2008, food and fuel prices peaked, leading to high inflation and pressure on the budget for additional fuel and fo...

  6. Staff Policies in Rail Transport

    OpenAIRE

    Daneci-Patrau Daniel

    2011-01-01

    A staff policy well planed and well adjusted represents a way, by no means negligible, to contribute to the supporting of a competitive strategy of the organization. The employees, well selected, have a lever effect over the company’s productivity, because they use their talent, experience and their skills for the profit’s increase, occupying the given positions. The absence of some policies and methods and techniques of recruiting and selection determines the costs increases which are associ...

  7. Djibouti: Staff-Monitored Program

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This paper on the Staff-Monitored Program (SMP) on Djibouti explains economic developments and policy discussions. Djibouti faces important challenges to reduce widespread poverty. Since the mid-1990s, the government has been engaged in adjustment and reform programs to restore macroeconomic stability and achieve sustainable economic growth. The proposed policies and reforms should be sufficient to achieve the SMP’s objectives. Overall, the program will test the authorities’ resolve to im...

  8. 2015 Elections to Staff Council

    CERN Document Server

    Staff Association

    2015-01-01

    Elections Timetable Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   Global CERN Career paths AA - G 14     Number of seats for fellows representatives Global CERN 5 For more informat...

  9. 2015 Elections to Staff Council

    CERN Document Server

    Staff Association

    2015-01-01

    Elections Timetable Monday 21 September, at noon Start date for receipt of the application Friday 16 October, at noon Closing date for receipt of the applications Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   ...

  10. Strategies and best practices for staff renewal

    International Nuclear Information System (INIS)

    This paper discusses the strategies and best practices for staff renewal in the electricity sector. Strategic initiatives for staff renewal include strategic recruiting, succession planning, employee relations, knowledge management and strategic partnerships

  11. Managing assessment : student and staff perspectives

    OpenAIRE

    Smailes, Joanne; Orr, Susan

    2005-01-01

    ‘I never realised assessment was for learning’ Laura Ludman BSc (Hons) Nursing, University of Central England Managing Assessment: Student and Staff Perspectives is a practical tool developed by the Managing Effective Student Assessment (MESA) benchmarking club. It aims to give senior management, staff and educational developers, teachers, and support staff insight into assessment issues along with ideas and tools to enable them to improve student learning and reduce the burden on staff. It i...

  12. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  13. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

    ... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not... within its disciplinary jurisdiction, regardless of whether its enforcement staff consists of employees... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff....

  14. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as...

  15. Training Staff for Technology: Options and Opportunities.

    Science.gov (United States)

    Farmer, Lesley S. J.

    1999-01-01

    Focuses on effective technology training for library staff. Discusses helping staff overcome technophobia; suiting technology-based jobs with staff members' needs and capabilities; providing a policy/procedure manual to guide the training; the steps that should occur in training; aligning training with in-house library resources and services;…

  16. University Students Are Unaware of the Role of Academic Librarians. A Review of: Bickley, R. & Corral, S. (2011. Student perceptions of staff in the information commons: A survey at the University of Sheffield. Reference Services Review, 39(2, 223-243. doi:10.1108/00907321111135466

    Directory of Open Access Journals (Sweden)

    Kirsty Thomson

    2012-06-01

    Full Text Available Objective – To discover students’ perceptionsof information commons staff, and todetermine how these perceptions influence theuse of library resources.Design – Post-experience survey with onefollow-up interview.Setting – The University of Sheffield, a postsecondaryinstitution in England.Subjects – All undergraduate andpostgraduate students were invited to takepart. Just over 1% of the student population, or250 students, completed the survey.Methods – Information about the survey wassent to students’ institutional email addresses.One follow up interview was carried out viaemail using the critical incident technique.Main Results – Students do not understandthe academic roles of librarians. They areunlikely to approach library staff for academicsupport, preferring to turn to instructors, otherstudents, friends, and family. Most studentshad positive opinions about assistancereceived in the Information Commons, but asmall number reflected on previous badexperiences with staff, or on a fear of beingmade to feel foolish. The vast majority ofstudents who did not seek help in theInformation Commons stated that this wasbecause they did not require assistance. Most students do not perceive a difference between Information Commons staff and library staff.Conclusion – Students have positive views of Information Commons staff at the University of Sheffield, but have low awareness of the roles of professional librarians. Librarians need to develop partnerships with academic staff and strengthen their presence in both physical and online learning environments to promote their academic roles.

  17. Motivation of the nursing staff in and a framework of realistic motives in a public hospital

    OpenAIRE

    Yannis Markovits; Sofia Monastiridou

    2011-01-01

    The motivation of human resources and in particular of the nursing staff is a crucial issue that influences their job satisfaction, as well as patients' satisfaction from the health services offered. Aim: The presentation of selected motivation theories through literature review and the development of a framework of realistic motives applied to the nursing staff of a public hospital. Material-Method: The Greek and international bibliography has been reviewed, and in particular papers on the m...

  18. The operating staff of nuclear power plants

    International Nuclear Information System (INIS)

    The training of its staff is one of the pillars of the safe and economical operation of a power plant. This is why power plant owners began to systematically train their staff already in the 50s, and why they created central training facilities. Staff members who have undergone this training make an indispensable contribution to the acceptedly high safety and availability of German power plants. The substantial cost of creating training facilities and of schooling plant staff is considered to be an investment for the future. Low labour turnover permits careful observation and development of staff and leads to a high standard of knowledge and experience. (orig./HSCH)

  19. STAFFS MOTIVATIONAL IN KNOWLEDGE TRANSFER BEHAVIOUR

    Directory of Open Access Journals (Sweden)

    Saide

    2016-06-01

    Full Text Available Previous have highlighted knowledge transfer behaviour (KTB for an increase organization performance, however an obstacle from the perspective among staffs still exists. The problem is still difficult because staffs will not share their knowledge as they thinking their knowledge is important. This paper investigated factors of staffs motivational that influence KTB among staffs in Riau Province of Indonesia. The survey 400 respondents were used, 325 were returned, and 75 were not returned. Likert and smart PLS to confirmation the conceptual model. This paper conclude factors that reward, trust, and an enjoyment helping colleagues of staffs motivation are factors which influencing the KTB. The results and conclusions are discussed.

  20. Public Comments on the proposed 10 CFR Part 51 rule for renewal of nuclear power plant operating licenses and supporting documents: Review of concerns and NRC staff response. Appendices

    International Nuclear Information System (INIS)

    This volume contains several appendices. Appendix A contains the list of individuals and organizations providing comments at various stages of the rulemaking process. The names of commenters at the public meetings are listed in the order that they spoke at the meeting; those who submitted written comments are listed by docket number. Appendix B contains the summaries of comments made. Each comment summary is identified by a unique comment number. Appendix C presents the concerns and NRC staff responses. Each concern embodies one or more comments on similar or related issues. The associated comment numbers are referenced for each concern. The concerns are organized by topic areas. A three-letter identifier for the topic, followed by a number, is assigned to each concern

  1. Public Comments on the proposed 10 CFR Part 51 rule for renewal of nuclear power plant operating licenses and supporting documents: Review of concerns and NRC staff response. Appendices

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-05-01

    This volume contains several appendices. Appendix A contains the list of individuals and organizations providing comments at various stages of the rulemaking process. The names of commenters at the public meetings are listed in the order that they spoke at the meeting; those who submitted written comments are listed by docket number. Appendix B contains the summaries of comments made. Each comment summary is identified by a unique comment number. Appendix C presents the concerns and NRC staff responses. Each concern embodies one or more comments on similar or related issues. The associated comment numbers are referenced for each concern. The concerns are organized by topic areas. A three-letter identifier for the topic, followed by a number, is assigned to each concern.

  2. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2012-12-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment.Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method.Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations.Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research.Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope.Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  3. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2013-02-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment. Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method. Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations. Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research. Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope. Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  4. Nuclear accident and medical staff

    International Nuclear Information System (INIS)

    Described is the commentary concerning normative action of medical staff at radiation emergency and actual actions taken/to be taken for the Nuclear Power Plant Accident (NPPA) in Fukushima. The normative medical staff's action at radiation emergency is essentially based on rules defined by such international authorities as United Nations Scientific Committee on the Effects of Atomic Radiation (UNSCEAR), International Commission of Radiological Protection (ICRP), International Atomic Energy Agency (IAEA) and Basic Safety Standard (BSS) and by network in IAEA, World Health Organization (WHO) and so on. The rules stand on past atomic events like those in Hiroshima, Nagasaki, Three Mile Isl., Chernobyl, and in Japanese Tokai JCO accident. The action above is required as a medical teamwork over specialized doctors. At Fukushima NPPA, medicare flowed from the on-site first-aid station (doctors for industry and labors), then the base for patient transfer (doctors of Japanese Association of Acute Medicine and Tokyo Electric Power Comp.), to the primary hospital for acute exposure (Iwaki Kyoritsu Hos.), from which patients were further transported to the secondary (contamination detected or severe trauma, Fukushima Medical Univ.) and/or tertiary facilities (serious contamination or acute radiation injury, National Institute of Radiological Sciences (NIRS) and Hiroshima Univ.). The flow was built up by the previous lead of national official guidance and by urgent spontaneous network among medical facilities; exempli gratia (e.g.), Fukushima Medical Univ. rapidly specialized in coping with the radiation medicare by partial discontinuance of daily clinical practice. Specialists of acute radiation medicare are generally rare, for which measures for it are more desirable along with health risk communication in facilities concerned. The professional function and endowment required for medical staff at emergency are concluded to be their guts and devotion as well as medical

  5. Agency staff on special missions

    International Nuclear Information System (INIS)

    The IAEA Secretariat includes 190 scientists and engineers whose special qualifications cover most of the branches of nuclear science and applications of nuclear energy. This gives it a unique international concentration of specialized skills and knowledge, but increasingly this know-how is being taken straight to Member States. While the nucleus of the work of the technical Divisions is at the IAEA Headquarters, the Agency is sending out more and more of its specialists for short-term assignments 'in the field' to help and advise Member governments. These assignments are distinct from the longer-term technical assistance projects, for which specialists are recruited from outside the Secretariat and only occasionally from its staff. he different types of help that the Agency's Secretariat gives to Member States covers a wide range of subjects. The legal staff gives advice on basic laws and on safety regulations, and has done so in 35 countries. It has also accepted more than 30 trainees from Member States to work in its offices at headquarters since 1961. Scientists, economists and engineers go out to Member States to advise on problems linked to the planning of nuclear power programmes or to the building and commissioning of their first nuclear power plants. Inspectors from the Department of Safeguards and Inspection help to set up systems of nuclear materials management and control which are essential for safe and efficient operation of nuclear plants and for governmental surveillance of nuclear industry. Specialists in nuclear medicine have helped calibrate instruments and to advise the setting up of clinics. Staff geologists have advised many countries about the development of uranium ore. he list of specialities covered is very wide. We have singled out one type of mission as an example of the help that the IAEA can give in a field of particular importance. This is the safety and siting mission. (author)

  6. E-book Trial Using Handheld Devices Yields Mixed Reactions from Public Library Staff and Users in Essex County, UK. A review of: Dearnley, James, Cliff McKnight, and Anne Morris. “Electronic Book Usage in Public Libraries: A Study of User and Staff Reactions to a PDA-based Collection.” Journal of Librarianship and Information Science 36.4 (December 2004): 175‐82.

    OpenAIRE

    Stephanie Hall

    2006-01-01

    Objective - To assess e-book delivery on handheld devices provided to public library patrons, particularly housebound or visually impaired patrons and the users of a mobile library. Design - Product trial with a post-trial questionnaire for patrons and a post-trial focus group discussion among participating library staff. Setting - Mid-to-large size public library system in the United Kingdom. Subjects - 23 patrons participated; the number of library staff participating is not identi...

  7. Propeller Research Tunnel - staff photo

    Science.gov (United States)

    1928-01-01

    Standing on the PRT balance are five of the six men who comprised the majority of the PRT engineering staff in 1928. From left to right: Fred Weick, Ray Windler, William H. Herrnstein, Jr., John L. Crigler, and Donald Wood. Melvin N. Gough is mising. This group conducted the cowling research work which won the NACA its first Collier Trophy. Weick became the head of the PRT section when Max Munk was fired and Elton Miller became the chief of the Aerodynamics Division. Fred Weick liked this team of engineers and later praised the group in his autobiography.

  8. Benin; Fifth Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility and Request for Waiver of Nonobservance of Performance Criteria-Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Benin

    OpenAIRE

    International Monetary Fund

    2008-01-01

    Benin’s Fifth Review under the Poverty Reduction and Growth Facility and request for waiver of Nonobservance of Performance Criteria are discussed. The main challenge ahead is to limit inflation pressures from higher food and fuel prices while sustaining medium-term fiscal consolidation and accelerating structural reforms to increase the sustainable growth rate. The authorities have taken actions to address the food and fuel crisis and accelerate structural reforms. They have allowed the fu...

  9. Republic of Congo; Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, and Requests for Waiver of Nonobservance of Performance Criteria, Rephasing, and Extension of Arrangement—Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director

    OpenAIRE

    International Monetary Fund

    2006-01-01

    The completion of the Second Review Under the Poverty Reduction Growth Facility Arrangement was delayed to address important governance and transparency concerns. Macroeconomic performance was strong in the year 2005. Policy discussions focused on improving macroeconomic management against the background of continued high oil prices and efforts to further strengthen governance. The medium-term economic outlook is more favorable than expected, owing to higher oil price projections. The main ob...

  10. Togo; Fifth Review Under the Three-Year Arrangement Under the Extended Credit Facility, Request for Modification of a Performance Criterion and Request for Extension of the Arrangement-Staff Report; Staff Statement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Togo.

    OpenAIRE

    International Monetary Fund

    2011-01-01

    Togo showed solid progress under the Extended Credit Facility (ECF)-supported economic program. Executive Directors appreciated its strong track record of policy, reform implementation, and commitment to sound reforms. In addition to maintaining macroeconomic stability, Togo has fully met all other requirements for the HIPC completion point. The Executive Board welcomed its achievement on completion of the fifth review under the ECF and granted extension of the arrangement under HIPC to creat...

  11. Vietnam; 2001 Article IV Consultation and First Review Under the Poverty Reduction and Growth Facility and Request for Waiver and Modification of Performance Criteria—Staff Report; Staff Statement; Public Information Notice; News Brief; and Statement by the Executive Director for Vietnam

    OpenAIRE

    International Monetary Fund

    2002-01-01

    This paper assesses Vietnam’s 2001 Article IV Consultation, First Review Under the Poverty Reduction and Growth Facility (PRGF), and a Request for Waiver and Modification of Performance Criteria. Economic performance has been positive so far in 2001, under the first-year PRGF-supported program. Despite slowing exports, real GDP growth has been relatively robust, inflation subdued, and the external position has strengthened. All but two of the end-June quantitative benchmarks and performance...

  12. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral colle...

  13. 2011 Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2011-01-01

    Elections Timetable Starting with Echo of 26 September, posters, etc. call for applications Wednesday 26 October, at noon closing date for receipt of the application Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November. In its meeting on 19 September 2011, the Electoral Commission decided on the following distribution of seats in colleges 0.1 to 0.6: Sector Department Career path AA – A – B – C – D Career path E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 18 si&e...

  14. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 13 si&...

  15. Nepal; Joint Staff Assessment of the Poverty Reduction Strategy Paper

    OpenAIRE

    International Monetary Fund

    2003-01-01

    The Joint Staff Assessment on Nepal’s Poverty Reduction Strategy Paper (PRSP) highlights the PRSP process aimed to provide sustainable macroeconomic framework, improving governance and the overall policy environment. It reviews the execution of the envisaged programs, expenditure planning, public expenditure management system, and the effectiveness of the monitoring system. It also identifies some shortcomings of the PRSP that could be addressed over time and reflected in the annual progres...

  16. Don't neglect routine staff meetings.

    Science.gov (United States)

    Board, H K

    1982-03-01

    Staff meetings are essential to good staff communication. Meetings help keep the grapevine from growing so big that it strangles the group with its rumors. By holding regular meetings with your staff, you create a consistency in your communications that helps prevent problems that you don't even suspect from cropping up. All personnel should attend the meetings. This way everyone hears news at the same time. Be consistent in your use of meetings. Meetings are more effective if you have a planned agenda and a firm time schedule. Encourage your staff to use meetings to talk out problems that affect the group. Once the meeting is over, encourage them to leave their feelings in the room. Many leaders are reluctant, for a variety of reasons, to hold meetings with their staffs. But it's like dieting and exercise; the more you do it, the easier it becomes. This type of meeting will pay rich dividends in staff personal and professional growth and in improved communication. The sense of participation that can be gained by the effective use of staff meetings can lead to high morale and effective staff performance. As you begin to see the results of a cohesive staff functioning together well, you will realize the routine staff meeting is a management tool that should not be overlooked or underused. PMID:6917733

  17. Vietnam; Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility and Request for Waiver of Performance Criteria—Staff Report; Staff Statement; News Brief on the Executive Board Discussion; and Statement by the Executive Director for Vietnam

    OpenAIRE

    International Monetary Fund

    2002-01-01

    This paper evaluates Vietnam’s Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility (PRGF) and Request for Waiver of Performance Criteria. Under the first-year PRGF, Vietnam’s economic performance was relatively strong, despite weak external demand. The goals under the second-year PRGF- supported program remain to boost investment and competitiveness as the bases for returning Vietnam’s rates of growth and poverty reduction closer to potential. ...

  18. AECB Cost Recovery Fees Regulations, amendment

    International Nuclear Information System (INIS)

    The amendment to the Regulations was published on 24 October 1991 (SOR/91-590,Canada Gazette Part II, Vol.125, No 23). It modifies the list of institutions exempted from paying cost recovery fees (licence fees) to the Atomic Energy Control Board. The exemptions now include educational and health care institutions as well as Departments. (NEA)

  19. Interim staff position on environmental qualification of safety-related electrical equipment: including staff responses to public comments. Regulatory report

    International Nuclear Information System (INIS)

    This document provides the NRC staff positions regarding selected areas of environmental qualification of safety-related electrical equipment, in the resolution of Unresolved Safety Issue A-24, 'Qualification of Class IE Safety-Related Equipment.' The positions herein are applicable to plants that are or will be in the construction permit (CP) or operating license (OL) review process and that are required to satisfy the requirements set forth in either the 1971 or the 1974 version of IEEE-323 standard

  20. The operational staff during exercise RESUME-95

    Energy Technology Data Exchange (ETDEWEB)

    Jensen, J. [Jensen Consult, Virum (Denmark)

    1997-12-31

    With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff`s responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au).

  1. Examining the temporal relationship between psychological climate, work attitude, and staff turnover.

    Science.gov (United States)

    Garner, Bryan R; Hunter, Brooke D

    2013-02-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted that there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these gaps, this article examined the temporal relationship between latent measures of psychological climate, work attitude, and staff turnover. Using data from 95 SUD treatment staff clustered within 29 treatment organizations, multilevel discrete-time survival analyses revealed that a latent measure of work attitude (e.g., job satisfaction, pay satisfaction, turnover intentions) fully mediated the temporal relationship between latent measures of psychological climate (e.g., supervisor support, coworker support, role conflict) and subsequent staff turnover. PMID:22658290

  2. Staff Motivation at Kuwait University Libraries

    OpenAIRE

    Taghreed Alqudsi-ghabra; Huda H. Mansouri

    2010-01-01

    Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In...

  3. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    OpenAIRE

    Ladislav Rosocha; Silvia Vernerova; Robert Verner

    2015-01-01

    Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem. Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a...

  4. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    OpenAIRE

    Ladislav Rosocha; Silvia Vernerova; Robert Verner

    2015-01-01

    Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a ...

  5. Public service activities among University staff

    OpenAIRE

    Nivakoski, Sanna; O'Connell, Philip J.; Hargaden, Mark

    2015-01-01

    University staff frequently engage in Public Service Activities (PSAs), over and above their core roles, making a valuable contribution to society and the economy, although little is known about such activity. This study examines the extent of PSA among university staff — both academic and non-academic. The data come from a survey carried out in 2014 of the staff of University College Dublin (UCD), an Irish research university with a wide disciplinary coverage. The survey collected informatio...

  6. Staff roster for 1979-Energy Sciences programs

    Energy Technology Data Exchange (ETDEWEB)

    Manowitz, B.; Gurinsky, D.H.

    1979-12-01

    This publication lists the education, research interests, professional affiliations, committee memberships, research experience, and selected publications of BNL staff members in energy sciences programs. (RWR)

  7. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows: as from 1 April 2003 • Article R II 1.19 - Types and duration of contracts of staff members (page 15) as from 1 July 2003 Implementation of the category of local staff members Copies of this update are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  8. Reviews

    Science.gov (United States)

    2002-05-01

    BOOK REVIEWS (269) The Science of Imaging - An Introduction Northern Lights Vacuum Bazookas, Electric Rainbow Jelly, and 27 other Saturday Science Projects Physics and Engineering in Medicine in the New Millennium CD-ROM REVIEWS (272) I fell in love with a STARBase trooper Aber - greatest hits... WEB WATCH (273) 'Here is the guess of their true strength and forces' Gary Williams EDITOR'S NOTE (275) Reviews of Christopher Bishop's Astrophysics (John Murray, 2000) PHYSICS TEASER (276) Why or How, Sophistry and Guestimation

  9. Trends in attrition among medical teaching staff at universities in Myanmar 2009-2013.

    Science.gov (United States)

    Nang Mie Mie Htun; Reyer, Joshua A; Yamamoto, Eiko; Yoshida, Yoshitoku; Hamajima, Nobuyuki

    2016-02-01

    Although lack of human resources for health is becoming a global problem, there are few studies on human resources in Myanmar. This study was conducted to investigate the attrition rates of teaching staff from universities for medical professions in Myanmar from 2009 to 2013. The data were collected from administrative records from Department of Medical Sciences, Ministry of Health, Myanmar. Numbers of staff and those who permanently left work (attrition) from 2009 to 2013 were counted. The reasons were classified into two categories; involuntary attrition (death or retirement) and voluntary attrition (resignation or absenteeism). Official records of the attrited staff were reviewed for identifying demographic characteristics. The annual attrition rate for all kinds of health workers was about 4%. Among 494 attrited staff from 2009 to 2013, 357 staff (72.3%) left their work by involuntary attrition, while 137 staff (27.7%) left voluntarily. Doctors left their work with the highest annual rate (6.7%), while the rate for nurses was the lowest (1.1%). Male staff attrited with a higher rate (4.6%) than female staff (2.7%). Staff aged 46-60 years had the highest attrition rate. PhD degree holders had the highest rate (5.9%), while basic degree holders had the second highest rate (3.5%). Associate professors and above showed the highest attrition rate (8.1%). Teaching staff from non-clinical subjects had the higher rates (8.2%). Among 494 attrited staff, significant differences between involuntary attrition and voluntary attrition were observed in age, marital status, education, overseas degree, position, field of teaching, duration of services and duration of non-residential service. These findings indicated the need to develop appropriate policies such as educational reforms, local recruitment plans, transparent regulatory and administrative measures, and professional incentives to retain the job. PMID:27019526

  10. The impact of staff turnover and staff density on treatment quality in a psychiatric clinic

    OpenAIRE

    Wolfram Alexis Brandt; Bielitz, Christoph J.; Alexander eGeorgi

    2016-01-01

    Intuition suggests that improving stability of the health workforce brings benefits to staff, the organization and, most importantly, the patients. Unfortunately, there is limited research available to support this, and how health workforce stability can contribute to reduced costs and better treatment outcomes.To help to rectify this situation, we investigated the effects of staff turnover and staff density (staff members per patient) on the treatment outcome of inpatients in a psychiatric c...

  11. The Impact of Staff Turnover and Staff Density on Treatment Quality in a Psychiatric Clinic

    OpenAIRE

    Brandt, Wolfram A.; Bielitz, Christoph J.; Georgi, Alexander

    2016-01-01

    Intuition suggests that improving stability of the health workforce brings benefits to staff, the organization and, most importantly, the patients. Unfortunately, there is limited research available to support this, and how health workforce stability can contribute to reduced costs and better treatment outcomes. To help to rectify this situation, we investigated the effects of staff turnover and staff density (staff members per patient) on the treatment outcome of inpatients in a psychiatric ...

  12. Structure, qualifications and training of the regulatory body staff in Finland

    International Nuclear Information System (INIS)

    A small country approach to the regulatory personnel problems is presented. Recruitment of a staff with a relatively small previous knowledge and experience has been the only option available. In order to rapidly gain necessary knowledge and to jointly cover all aspects of nuclear technology most staff members have specialized to a limited technical field. Practical experience is acquired by combining the responsabilities for review and assessment and for inspections in such a way that each staff member carries out both efforts in his special field. (author)

  13. Protection of staff in interventional radiology

    International Nuclear Information System (INIS)

    This project focuses on the interventional radiology. The main objective of this project work was to provide a guidance and advice for occupational exposure and hospital management to optimize radiation protection safety and endorse safety culture. It provides practical information on how to minimize occupational exposure in interventional radiology. In the literature review all considerable parameters to reduce dose to the occupationally exposed are well discussed. These parameters include dose limit, risk estimation, use of dosimeter, personal dose record keeping, analysis of surveillance of occupational dose, investigation levels, and proper use of radiation protection tools and finally about scatter radiation dose rate. In addition the project discusses the ways to reduce occupational exposure in interventional radiology. The methods for dose reduction are minimizing fluoroscopic time, minimizing the number of fluoroscopic image, use of patient dose reduction technologies, use of collimation, planning interventional procedures, positioning in low scattered areas, use of protective shielding, use of appropriate fluoroscopic imaging equipment, giving training for the staff, wearing the dosimeters and know their own dose regularly, and management commitment to quality assurance and quality control system and optimization of radiation protection of safety. (author)

  14. Democratic Republic of the Congo; Staff Report for the 2003 Article IV Consultation, First Review Under the Poverty Reduction and Growth Facility, and Request for Waiver of Performance Criteria

    OpenAIRE

    International Monetary Fund

    2003-01-01

    This paper examines the Democratic Republic of the Congo’s 2003 Article IV Consultation, First Review Under the Poverty Reduction and Growth Facility (PRGF), and Request for Waiver of Performance Criteria. Through September 2002, overall performance under the PRGF-supported program was broadly satisfactory, with good progress in the structural area. The annualized rate of inflation for the first nine months of 2002 reached 11 percent, down from 135 percent in 2001. Economic growth is expect...

  15. Republic of Congo; Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Republic of Congo

    OpenAIRE

    International Monetary Fund

    2010-01-01

    This paper discusses key findings of the Second Review Under the Poverty Reduction and Growth Facility (PRGF) for the Republic of Congo. Policy implementation through the first half of 2009 was satisfactory. All quantitative performance criteria and all but one of the structural benchmarks were met. The non-oil basic primary deficit target for end-June was observed by a comfortable margin. Progress toward observing the Heavily Indebted Poor Countries (HIPC) floating completion point triggers ...

  16. Djibouti: Sixth Review Under the Extended Credit Facility Arrangement and Request for Waivers of Nonobservance of Performance Criteria—Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Djibouti

    OpenAIRE

    International Monetary Fund. Middle East and Central Asia Dept.

    2013-01-01

    The article is a review on Djibouti’s Extended Credit Facility (ECF) program and the performance of economic development in the program. The ECF program helped Djibouti to maintain macroeconomic stability, and the period underwent a transformation in the Djiboutian economy. The country saw an economic increase, and the banking system boomed. A positive thought of economic growth is projected in 2012, so plans were targeted to pursue fiscal reforms to improve debt sustainability, strengtheni...

  17. 76 FR 72006 - Draft Interim Staff Guidance: Evaluations of Uranium Recovery Facility Surveys of Radon and Radon...

    Science.gov (United States)

    2011-11-21

    ... COMMISSION Draft Interim Staff Guidance: Evaluations of Uranium Recovery Facility Surveys of Radon and Radon... Recovery Facility Surveys of Radon and Radon Progeny in Air and Demonstrations of Compliance with 10 CFR 20... that existing guidance does not sufficiently detail how the NRC staff reviews surveys of radon...

  18. The Staff Development Maze: Where Are We?

    Science.gov (United States)

    McQuarrie, Frank O.; And Others

    1984-01-01

    The author presents a five-stage model for staff development used in a survey of professors and practitioners. The survey found that there is a disparity between what professors and practitioners believe is practiced and what is actually occurring in staff development. (MD)

  19. Staff Organization in Nuclear Power Stations

    International Nuclear Information System (INIS)

    This paper deals with the organization of operating and maintenance staff at nuclear power stations in Italy and manpower variations, either because the plants themselves differ or are organized in some special way. Staff doing jobs for which a specific training is required are given special consideration in the paper. (author)

  20. 28 CFR 600.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... Staff. A Special Counsel may request the assignment of appropriate Department employees to assist the... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff. 600.5 Section 600.5 Judicial... employees, and the office for which the designated employee works shall make reasonable efforts...

  1. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the...

  2. Stacks Tour Project Presents Staff Development Opportunity

    Science.gov (United States)

    Coopey, Barbara M.; Nicastro, David

    2007-01-01

    The Penn State Libraries' Open House activities for incoming students find Access Services staff extending beyond their everyday routines to creatively help relieve students' fears of the library and understand how Access Services can help them. Serving on the Access Services Open House Committee offers staff many opportunities for development as…

  3. Exploring Staff Perceptions of Student Plagiarism

    Science.gov (United States)

    Flint, Abbi; Clegg, Sue; Macdonald, Ranald

    2006-01-01

    This paper presents analysis of qualitative data from a research project looking at staff perceptions of plagiarism at a post-1992 university. Twenty-six members of staff from departments and academic schools from across the university took part in open and semi-structured interviews. Analysis shows that variable definitions of plagiarism exist;…

  4. Open Educational Resources: Staff Attitudes and Awareness

    Science.gov (United States)

    Rolfe, Vivien

    2012-01-01

    Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes towards "open educational resources" (OER) as a benchmark for monitoring future progress. Faculty staff (n = 6) were invited to participate in semi-structured interviews…

  5. 20 CFR 638.801 - Staff training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff training. 638.801 Section 638.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.801 Staff training....

  6. Staff Development for PICKUP. Workshop Materials Manual.

    Science.gov (United States)

    Shepherd, John; Richardson, Sally

    This manual has been developed for those staff members at further education unit (FEU) colleges and polytechnics in the United Kingdom that are responsible for Professional, Industrial, and Commercial Updating (PICKUP) staff development activities. It is divided into four sections. The first section provides background on the PICKUP project, and…

  7. School Site Staff Development: Structures and Processes.

    Science.gov (United States)

    Solo, Leonard J.

    1985-01-01

    Analyzes the importance of staff development (broadly defined as anything that enables teachers to learn) and considers different development structures. Describes the role and duties of staff developer at a Cambridge, Massachusetts, elementary school as well as its "teacher teams," groups of instructors who meet monthly to discuss issues…

  8. Quality Control in Child Care Staff Selection

    Science.gov (United States)

    Crow, Merwin R.

    1975-01-01

    This paper focuses on the process of staff selection of child care staff at a residential treatment center for children, ages 8-16. Phases of candidate selection, an "open-door" interview procedure, the orientation of hired candidates and the agency's philosophy, procedures and practices are discussed. (GO)

  9. Restructure Staff Development for Systemic Change

    Science.gov (United States)

    Kelly, Thomas F.

    2012-01-01

    This paper presents a systems approach based on the work of W. Edwards Deming to system wide, high impact staff development. Deming has pointed out the significance of structure in systems. By restructuring the process of staff development we can bring about cost effective improvement of the whole system. We can improve student achievement while…

  10. Examining the temporal relationship between psychological climate, work attitude, and staff turnover

    OpenAIRE

    Garner, Bryan R.; Hunter, Brooke D.

    2012-01-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these g...

  11. Vietnam; Joint Staff Assessment of the Poverty Reduction Strategy Paper Progress Report

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This paper reviews the Joint Staff Assessment on the Poverty Reduction Strategy Paper of Vietnam. It analyzes the progress in achieving the Comprehensive Poverty Reduction and Growth Strategy (CPRGS) goals and identifies the challenges. It assesses the macroeconomic performance, structural and social change, progress in reducing poverty, the Vietnam Development Goals, targets of the CPRGS, and the monitoring and evaluation systems. The staff recognizes the country’s efforts toward the imple...

  12. Radiation Exposure Reduction to Brachytherapy Staff By Using Remote Afterloading

    International Nuclear Information System (INIS)

    The radiation exposures to the personnel staff from patients with brachytherapy implants in a brachytherapy service were reviewed. Exposures to the brachytherapy personnel, as determined by Thermoluminescence Dosimeter (TLD) monitors, indicates a four-fold reduction in exposures after the implantation of the use of remote afterloading devices. Quarterly TLD monitor data for seven quarters prior to the use of remote afterloading devices demonstrate an average projected annual dose equivalent to the brachytherapy staff of 2543 Μ Sv. After the implantation of the remote afterloading devices, the quarterly TLD monitor data indicate an average dose equivalent per person of 153 Μ Sv. This is 76% reduction in exposure to brachytherapy personnel with the use of these devices

  13. Professional Staff Contributions to Positive Student Outcomes: A Case Study

    Science.gov (United States)

    Graham, Carroll

    2013-01-01

    Although professional staff comprise more than half the Australian higher education workforce, typically research has concentrated on the work of academic staff. Professional staff are increasingly researching the working lives of professional staff, adding to the understanding of the work of professional staff and the contributions they make…

  14. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

  15. The Staff Association and its history

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Association will celebrate its 60th birthday in the spring of 2015. We are collecting all information about the sixty years of the Staff Association. In particular, we are looking at publications of the Staff Association, which started with the “Staff Association Journal”, in 1955, which later became “Le Proton déchainé”, then, more simply, “Proton” in 1982 (the figure on the left shows the different mutations of our magazine). In our collection we are missing a few issues, in particular № 1 (dated mid-1955).     Dear reader, if have any old issues of this magazine, or of Graviton (figure on the right), another magazine edited by the Staff Association, or any other material or information that might help us document the history of the Staff Association, we would very much like to have a copy of the material or your contribution (written or oral). Please contact the Staff Association Sec...

  16. E-book Trial Using Handheld Devices Yields Mixed Reactions from Public Library Staff and Users in Essex County, UK. A review of: Dearnley, James, Cliff McKnight, and Anne Morris. “Electronic Book Usage in Public Libraries: A Study of User and Staff Reactions to a PDA-based Collection.” Journal of Librarianship and Information Science 36.4 (December 2004: 175‐82.

    Directory of Open Access Journals (Sweden)

    Stephanie Hall

    2006-03-01

    Full Text Available Objective - To assess e-book delivery on handheld devices provided to public library patrons, particularly housebound or visually impaired patrons and the users of a mobile library. Design - Product trial with a post-trial questionnaire for patrons and a post-trial focus group discussion among participating library staff. Setting - Mid-to-large size public library system in the United Kingdom. Subjects - 23 patrons participated; the number of library staff participating is not identified. Although the target population initially identified was housebound people, patrons reliant on the mobile library, and visually impaired people, the project team determined that it did not have sufficient funds to upgrade the PDAs to be compatible woth their preferred software for the visually impaired, and therefore this group was eliminated from the study. Lack of funds was also cited as a factor in the team being unable to provide assistive technology for those users suffering from arthritis, though this group was not excluded from the study. Just over half the patrons were aged 60+, and more than half were female. Two patrons self-identified as housebound. Methods - e-books were downloaded onto Hewlett Packard iPAQ 1910 Pdas by library staff and were loaned to participants between Janualry and April 2004. Although the authors of the study state that "creating staff champions was an important objective in this project" (p.176, it is unclear whether staff were screened for positive attitude towards e-Books. Prior to the trial, staff members were provided with training and orientation, and participants were asked for their font sna d reading preferences. Suport for participating patrons was available from staff or via an accompanying user manual, e-mail, or telephone help line. In a questionnaire adminsitered following the trial, participants were asked to respond to questions on the functionality of the handheld devices and e-book formats, positive and

  17. 75 FR 6030 - EPA Science Advisory Board Staff Office Request for Nominations of Experts for the SAB Lead (Pb...

    Science.gov (United States)

    2010-02-05

    ... From the Federal Register Online via the Government Publishing Office ENVIRONMENTAL PROTECTION AGENCY EPA Science Advisory Board Staff Office Request for Nominations of Experts for the SAB Lead (Pb) Review Panel AGENCY: Environmental Protection Agency (EPA). ACTION: Notice; Request for...

  18. Minimum staff complement: safety in numbers

    International Nuclear Information System (INIS)

    Adequate staffing is an essential safety barrier for event mitigation. For this reason, Canadian nuclear power plant (NPP) licences specify the minimum staff complement (MSC), which is the number and qualifications of staff always required on-site. A systematic analysis and its validation form the basis of the MSC. The analysis and validation demonstrate a licensee is able to control, cool and contain the reactor after any credible event. The CNSC published regulatory guidelines for analyzing the basis for essential staff levels, monitoring compliance with these levels, and controlling MSC changes (G-323). Lessons learned from a full-scale MSC analysis are discussed. (author)

  19. Open educational resources: staff attitudes and awareness

    OpenAIRE

    Rolfe, Vivien

    2012-01-01

    Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes towards ‘‘open educational resources’’ (OER) as a benchmark for monitoring future progress. Faculty staff (n6) were invited to participate in semi-structured interviews that facilitated the development of a questionnaire. Staff respondents (n50) were not familiar with the term OER but had a clear notion of what it mea...

  20. Republic of Congo; 2008 Article IV Consultation, Requests for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility and Interim Assistance Under the Enhanced Initiative for Heavily Indebted Poor Countries, and Financing Assurances Review: Staff Report; Staff Statement and Supplement; Public Information Notice and Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Republic of Congo

    OpenAIRE

    International Monetary Fund

    2009-01-01

    The staff report for the Republic of Congo’s combined 2008 Article IV Consultation and Requests for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility is discussed. To enhance external viability, the authorities recognize the need to improve competitiveness, raise output growth through diversification, and consolidate the fiscal position. The authorities are making a concerted effort to improve the business climate, liberalize trade, deepen financial intermediation, co...

  1. EERE Peer Review Guide

    Energy Technology Data Exchange (ETDEWEB)

    None

    2009-01-18

    The primary purpose of this guide is to provide managers and staff guidance in establishing formal in-progress peer review that provides intellectually fair expert evaluation of EERE RD3 and supporting business administration programs, both retrospective and prospective.

  2. 14 CFR 385.34 - Decision by the Reviewing Official.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Decision by the Reviewing Official. 385.34... Staff Action § 385.34 Decision by the Reviewing Official. (a) Decline of right to review. If the Reviewing Official declines the right to exercise discretionary review, the staff action stayed by...

  3. Forty project management strategies for the medical practice staff.

    Science.gov (United States)

    Hills, Laura Sachs

    2010-01-01

    Most every medical practice will embark at one time or another on a large and complex new project. The practice may, for instance, undertake a project in office construction or renovation, practice expansion, new technology, or a new large-scale event. The medical practice staff may find itself creating the project plan, overseeing its execution, and working through the plan day to day until its completion. In short, the staff may find itself responsible for project management. This article contains 40 specific, easy-to-implement project management strategies medical practice employees can use to manage both the large and small projects they undertake on behalf of the practice. It suggests effective project management strategies the staff can use before the onset of a new project as well as strategies to help define the project, to deliver the project, and to close and review the project. This article also describes five reasons medical practices often fail at project management and suggests more effective approaches that will ensure that the projects the medical practice undertakes are completed well, on time, and within budget. PMID:20480774

  4. An airborne dispersion/dose assessment computer program. Phase 1

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board (AECB) staff have a need for an airborne dispersion-dose assessment computer programme for a microcomputer. The programme must be capable of analyzing the dispersion of both radioactive and non-radioactive materials. A further requirement of the programme is that it be implemented on the AECB complex of microcomputers and that it have an advanced graphical user interface. A survey of computer programs was conducted to determine which, if any, could meet the AECB's requirements in whole or in part. Ten programmes were selected for detailed review including programs for nuclear and non-radiological emergencies. None of the available programmes for radiation dose assessment meets all the requirements for reasons of user interaction, method of source term estimation or site specificity. It is concluded that the best option for meeting the AECB requirements is to adopt the CAMEO programme (specifically the ALOHA portion) which has a superior graphical user interface and add the necessary models for radiation dose assessment

  5. Technique for determining training staff size

    International Nuclear Information System (INIS)

    Determining an adequate training staff size is a vital function of a training manager. Today's training requirements and standards have dictated a more stringent work load than ever before. A trainer's role is more than just providing classroom lectures. In most organizations the instructor must develop programs, lesson plans, exercise guides, objectives, test questions, etc. The tasks of a training organization are never ending and the appropriate resources must be determined and allotted to do the total job. A simple method exists for determining an adequate staff. Although not perfect, this method will provide a realistic approach for determining the needed training staff size. This method considers three major factors: instructional man-hours; non-instructional man-hours; and instructor availability. By determining and adding instructional man-hours and non-instructional man-hours a total man-hour distribution can be obtained. By dividing this by instructor availability a staff size can be determined

  6. Meeting staff representatives of the European Agencies

    CERN Multimedia

    Staff Association

    2014-01-01

      The AASC (Assembly of Agency Staff Committee) held its 27th Meeting of the specialized European Agencies on 26 and 27 May on the premises of the OHIM (Office for Harmonization in the Internal Market) in Alicante, Spain. Two representatives of the CERN Staff Association, in charge of External Relations, attended as observers. This participation is a useful complement to regular contacts we have with FICSA (Federation of International Civil Servants' Associations), which groups staff associations of the UN Agencies, and the annual CSAIO conferences (Conference of Staff Associations of International Organizations), where each Autumn representatives of international organizations based in Europe meet to discuss themes of common interest to better promote and defend the rights of the international civil servants. All these meetings allow us to remain informed on items that are directly or indirectly related to employment and social conditions of our colleagues in other international and Europ...

  7. Staff rotation: implications for occupational therapy.

    Science.gov (United States)

    Taylor, A; Andriuk, M L; Langlois, P; Provost, E

    1995-10-01

    Occupational therapy departments of tertiary care hospitals can provide staff with opportunities to gain diverse clinical experience if they rotate through the various services such as surgery, medicine, geriatrics, plastic surgery and orthopaedics. The system of rotation offers both advantages and disadvantages for the staff and the institution. The Royal Victoria Hospital in Montreal, a large university teaching hospital, had traditionally offered staff the opportunity to rotate. Changes in staffing and their needs however, resulted in rotation becoming an important issue within the department. This article presents the pros and the cons of rotation and non-rotation systems as identified by therapists and administrators across Canada. Staff rotation was found to have an effect on job satisfaction and a therapist's career orientation. Given these findings, administrators may want to reconsider the role of the generalist and specialist in their facilities. PMID:10151790

  8. Does staff diversity imply openness to diversity?

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose – Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international...... university departments in Denmark. The authors set out to investigate the relationship between different types of staff diversity and openness to diversity in terms of linguistic, visible, value, and informational heterogeneity. Design/methodology/approach – This study uses responses from 489 staff members......, was unrelated or negatively associated with positive diversity attitudes. Originality/value – Few studies deal with the role of staff diversity and no prior studies the authors know of have examined the link between diversity types and openness to diversity....

  9. Reviews.

    Science.gov (United States)

    Adoption & Fostering, 1994

    1994-01-01

    Reviews 17 publications covering a variety of topics including abused disabled children; child placement; helping attachment disordered children; open adoption; family empowerment; teenage fostering; the Children Act of 1989 (Great Britain); family law; social services and child care law; and challenging racism in the early years. (TJQ)

  10. Reviews

    Science.gov (United States)

    2002-07-01

    BOOK REVIEWS (353) Dr Dyer's Academy Further Advanced Physics Physics 11-14, with Biology 11-14 and Chemistry 11-14 Nelson Modular Science: Books 1 and 2 Key Science: Physics, 3rd Edition Nelson Science: Physics, 2nd Edition Physics for AQA: Separate Award, Coordinated Award Physical Processes: A Visual Approach WEB WATCH (359) Physics Favourites: John Miller's selection

  11. Review

    NARCIS (Netherlands)

    Prud’homme van Reine, W.F.

    1998-01-01

    The two published parts of the Desmid Flora of Austria are well-illustrated review volumes on a group of precious freshwater microalgae. Volume 1 contains a pretty, visual key to the genera, completed by figures of one or more characteristic species. In all keys of the separate genera many visual ai

  12. [A listening support group for nursing staff].

    Science.gov (United States)

    Lemoine, Dominique

    2016-05-01

    The feedback from a consultant nurse in a listening support group for health professionals shows that, for hospital nursing staff, the phenomenon of suffering in the workplace is a reality. In addition to providing help to professionals who request it, the missions of such a group are to promote discussion around psycho-social risks in the framework of a policy of compassionate care for staff. PMID:27157563

  13. Staff recruitment and Selection of employees

    OpenAIRE

    Krotilová, Karolína

    2012-01-01

    The aim of this Bachelor's Thesis is to analyse the process of the staff recruitment and selection of employees in an IT company - SOFTEC. It confronts the theoretical starting-points and used principles and procedures, identifies their strengths and weaknesses and suggests better or alternative solution. The theoretical part explains all the basic terms and relations regarding human resources and the staff recruitment process as such including particular principles and methods of this acquis...

  14. Nurse handover:Patient and staff experiences

    OpenAIRE

    Bruton, Jane; Norton, Christine; Smyth, Natasha; Ward, Helen; Day, Sophie

    2016-01-01

    AIM AND OBJECTIVES: to understand the purpose, impact and experience of nurse handover from patient and staff perspectives.BACKGROUND: poor communication is increasingly recognised as a major factor in healthcare errors. Handover is a key risk point. Little consensus exists regarding the practice in nursing but the trend is towards bedside handover. Research on patient and staff experiences of handover is limited.DESIGN: a qualitative and observational study on two acute wards in a large urba...

  15. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency

  16. Staff rosters for 1979: environmental programs

    Energy Technology Data Exchange (ETDEWEB)

    1979-12-01

    The roster of the scientific and professional staffs of the Environmental Programs of the Department of Energy and Environment has been compiled as of December 1979. Staff members have been listed according to their organizational units, i.e., the Atmospheric Sciences Division, the Environmental Chemistry Division, the Oceanographic Sciences Division, and the Land and Freshwater Environmental Sciences Group. Educational background, research interests, professional activities, summary of experience at BNL, and selected publications have been included for each member listed.

  17. Teaching Staff Advanced Training: European Experience

    OpenAIRE

    Kovalchuk Vasyl

    2015-01-01

    The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers’ evaluation at the educational institution. Advanced training of teaching staff in France is provided by various institutions of postgraduate education, university institutes and regional ce...

  18. Pedagogic Qualification of Higher Education Teaching Staff - The Third Wave

    Directory of Open Access Journals (Sweden)

    José Couto Marques

    2013-10-01

    Full Text Available The process triggered by the Bologna Declaration has been producing significant results of various types in the EU Higher Education sector. After reviewing some of the consolidated outcomes of this process, reference is made to a novel trend that has emerged recently and which is geared towards the requirement that by 2020 all staff teaching in higher education institutions should have received certified pedagogical training. A description is provided of initiatives within the field of Engineering Education promoted by institutions that have been actively pursuing this precise objective for the past few decades.

  19. Scheduling of procedures and staff in an ambulatory surgery center.

    Science.gov (United States)

    Pash, Joel; Kadry, Bassam; Bugrara, Suhabe; Macario, Alex

    2014-06-01

    For ambulatory surgical centers (ASC) to succeed financially, it is critical for ASC managers to schedule surgical procedures in a manner that optimizes operating room (OR) efficiency. OR efficiency is maximized by using historical data to accurately predict future OR workload, thereby enabling OR time to be properly allocated to surgeons. Other strategies to maintain a well-functioning ASC include recruiting and retaining the right staff and ensuring patients and surgeons are satisfied with their experience. This article reviews different types of procedure scheduling systems. Characteristics of well-functioning ASCs are also discussed. PMID:24882135

  20. Night nursing – staff's working experiences

    Directory of Open Access Journals (Sweden)

    Campbell Ann-Mari

    2008-10-01

    Full Text Available Abstract Background Although the duties and working conditions of registered, and enrolled nurses have previously been described from different perspectives, they have not been examined from the night nursing aspect. The aim of the study was to describe the night nursing staff's working experiences. Methods The design of the study is qualitative and descriptive. Interviews were conducted with 10 registered and 10 enrolled nurses working as night staff at a Swedish University Hospital. The interview guide was thematic and concerned the content of their tasks, as well as the working conditions that constitute night nursing. In addition, the interviews were transcribed verbatim and analyzed using content analysis. Results The night duties have to be performed under difficult conditions that include working silently in dimmed lighting, and making decisions when fatigue threatens. According to the night staff, its main goals are to provide the patients with rest and simultaneously ensure qualified care. Furthermore, the night nursing staff must prepare the ward for the daytime activities. Conclusion The most important point is the team work, which developed between the registered and enrolled nurses and how necessary this team work is when working at night. In order for nurses working at night to be fully appreciated, the communication between day and night staff in health care organizations needs to be developed. Furthermore, it is important to give the night staff opportunities to use its whole field of competence.

  1. Competencies Setup for Nuclear Regulatory Staff in Thailand

    International Nuclear Information System (INIS)

    Competencies setup for regulatory bodies oversee a research reactor and nuclear power reactors in Thailand, concentrating on staff development in areas of review and assessment, inspection and enforcement, authorization, and development of regulations and guides. The regulatory body in Thailand is the Bureau of Nuclear Safety Regulation (BNSR) which belongs to the Office of Atoms for Peace (OAP). The BNSR is divided into 4 groups according to the International Atomic Energy Agency (IAEA). These groups are the nuclear safety administration group, nuclear safety technical support group, nuclear safety assessment and licensing group, and the nuclear installations inspection group. Each group is divided into senior and junior positions. The competencies model was used for implementation of staff qualification, career planning and professional progression by BNSR. Competencies are related to knowledge, skills and attitudes (KSAs) needed to perform their job. A key issue is obtaining competencies for the regulatory bodies. The systematic approach to training (SAT) has been used in several countries for improvement regulator performance. The SAT contains 5 steps, including analysis, design, development, implementation and evaluation, to achieve competencies. The SAT provides a logical progression from the identification of competencies required to perform a job to the design, development and implementation of training using the competencies model. In the first step, BNSR performs an operating analysis of training needs assessment (TNA) by using gap analysis technique, as suggested by IAEA. Individual regulatory bodies address the gap using appropriate training program, after comparing the actual and desired competency profiles to determine the gap. This paper examines competencies setup for regulatory staff of BNSR as a result of gaps analysis to establish a scheme for design characteristics of regulatory staff and training courses, thereby enhancing the regulatory

  2. 76 FR 39102 - Science Advisory Board Staff Office; Notification of a Public Teleconference of the SAB Mercury...

    Science.gov (United States)

    2011-07-05

    ... Mercury Review Panel met on June 15-17, 2011 (76 FR 29746-29747) to review the draft Technical Support... AGENCY Science Advisory Board Staff Office; Notification of a Public Teleconference of the SAB Mercury... of the Mercury Review Panel. DATES: The teleconference will be held on July 20, 2011, from 1 to 4...

  3. Reviews

    Directory of Open Access Journals (Sweden)

    Philip Barker

    1998-12-01

    Full Text Available There were two copy-editing blunders in Clive Betts's review, in ALT-J 5 (3, of Shirley Fletcher's Designing Competence-Based Training, one in paragraph 2 line 1, the other in paragraph 3 line 8. The errors (the result of the Editor, Gabriel Jacobs, trying to perform a final proof of the journal at lightning speed in order to meet the printing deadline, and not of any mistake on the part of either Philip Barker or the University of Wales Press hardly affected meaning, but the fact that they appeared in a review of a book on competence makes the embarrassment all the more telling. The Editor apologizes, and thanks eagle-eyed readers. He has decided to read the book in the hope that such errors will not recur.

  4. Review

    DEFF Research Database (Denmark)

    Van Den Hazel, H B; Kielland-Brandt, Morten; Winther, Jakob R.

    1996-01-01

    The yeast vacuole, which is equivalent to the lysosome of higher eukaryotes, is one of the best characterized degradative organelles. This review describes the biosynthesis and function of yeast vacuolar proteases. Most of these enzymes are delivered to the vacuole via the early compartments of the...... vacuolar proteolysis are described. Substrates of the vacuolar proteases are mostly imported via endocytosis or autophagocytosis, and vacuolar proteolysis appears to be mainly important under nutritional stress conditions and sporulation....

  5. Evaluating Burnout among Administrative and Healthcare Staffs

    Directory of Open Access Journals (Sweden)

    Neda Khorshidian

    2015-06-01

    Full Text Available Background & Aims of the Study Burnout is an occupational hazard which is known as one of the major factors affecting employees’ psychological disorders. The present study aimed to evaluate occupational burnout among administrative and healthcare staffs of Shiraz University of Medical Sciences. Materials & Methods In this cross sectional study, 300 employees (150 administrative staff and 150 health care staff were selected using random sampling method. Data were collected using Maslach Burnout Inventory and analyzed using SPSS software. Results: The mean of burnout was 2.33±0.60. The results showed no significant difference between men and women employees in terms of occupational burnout and its three dimensions. Moreover, a significant difference between administrative and medical staffs  were found only in the dimension of emotional exhaustion. The mean score of emotional exhaustion in the administrative staff was significantly lower than that of their peers in the healthcare sector (2.03±0.84vs. 2.36±1.00 (p=0.03. Conclusions: The results showed that the majority of employees reported an average level of burnout .Such finding was in agreement with the results reported in previous studies. The obtained results can pave the way for further study on the identifying determinants of burnout.

  6. ICRP and radiation protection of medical staff

    International Nuclear Information System (INIS)

    Committee 3 (Protection in Medicine) and Committee 4 (Application of Recommendations) of the International Commission on Radiological Protection (ICRP) deal with the protection of medical staff. In the last 10 years, the Committee on Protection in Medicine has been involved in the preparation of 12 publications, some of which include specific recommendations on occupational RP. This paper summarizes the most relevant aspects of these recommendations on RP for medical staff. The most recent publication on Radiation Dose to Patients from Radiopharmaceuticals contains an annex on hand exposure in radio-pharmacies. Radiation detriment from exposure of both radiological staff and other individuals is considered as part of the justification of medical exposures and of the optimization process. ICRP advises on the uncertainty concerning the risk of cataracts and puts particular emphasis on optimization in situations of exposure of the eyes. Some recommendations on staff protection are included in the documents on computed tomography, digital radiology, pregnancy, discharge of patients after therapy and interventional radiology. The contents related to staff RP in the coming publications of the Committee (pediatric, cardiology, and fluoroscopy) are also summarized.

  7. Open educational resources: staff attitudes and awareness

    Directory of Open Access Journals (Sweden)

    Vivien Rolfe

    2012-02-01

    Full Text Available Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes toward ‘open educational resources’ (OER as a benchmark for monitoring future progress. Faculty staff (n=6 were invited to participate in semi-structured interviews which facilitated the development of a questionnaire. Staff respondents (n=50 were not familiar with the term OER but had a clear notion of what it meant. They were familiar with open content repositories within the university but not externally. A culture of borrowing and sharing of resources exists between close colleagues, but not further a field, and whilst staff would obtain resources from the Internet they were reticent to place materials there. Drivers for mobilising resources included a strong belief in open education, the ability of OER to enhance individual and institutional reputations, and economic factors. Barriers to OER included confusion over copyright and lack of IT support. To conclude, there is a positive collegiate culture within the faculty, and overcoming the lack of awareness and dismantling the barriers to sharing will help advance the open educational practices, benefiting both faculty staff and the global community.

  8. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  9. Transmission of Pneumocystis carinii from patients to hospital staff

    DEFF Research Database (Denmark)

    Lundgren, Bettina; Elvin, K; Rothman, L P; Ljungström, I; Lidman, C; Lundgren, Jens Dilling

    1997-01-01

    to human P carinii by ELISA, Western blotting, and indirect immunofluorescence in 64 hospital staff with and 79 staff without exposure to patients with PCP from Denmark and Sweden. DNA amplification of oropharyngeal washings was performed on 20 Danish staff with and 20 staff without exposure to...

  10. Training staff to conduct a paired-stimulus preference assessment.

    OpenAIRE

    Lavie, Tami; Sturmey, Peter

    2002-01-01

    Three staff members were trained to conduct stimulus preference assessments using a paired-stimulus format with 8 children with autism. Staff were trained to mastery level using brief instruction, a video model, and rehearsal with verbal feedback. Training took about 80 min per staff member. Results demonstrated that staff rapidly learned to correctly perform paired-stimulus preference assessments with children.

  11. 7 CFR 1700.27 - Chief of Staff.

    Science.gov (United States)

    2010-01-01

    ... Administrator in developing and planning agency program initiatives. The Chief of Staff is responsible for... 7 Agriculture 11 2010-01-01 2010-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff...

  12. JOB CENTRE FOR DOMESTIC STAFF IN SWITZERLAND

    CERN Multimedia

    Relations with the Host States Service; http://www.cern.ch/relations/

    2001-01-01

    The Permanent mission of Switzerland to the International Organisations in Geneva has informed CERN that the Geneva Welcome Centre has set up an employment registration desk for the domestic staff of international civil servants. The aim of this pilot project is, on the one hand, to help international civil servants find domestic staff and, on the other hand, to help domestic staff holding an 'F'-type carte de légitimation find employment within 30 days after the expiry of a contract. For more information, please contact the Geneva Welcome Centre, La Pastorale, 106, route de Ferney, Case postale 103, 1211 Genève 20, tel. (+41.22) 918 02 70, fax (+41.22) 918 02 79), http://geneva-international.org/Welcome.E.html.

  13. The different roles of the Staff association

    CERN Multimedia

    Staff Association

    2012-01-01

    The statutory role of the CERN Staff Association is defined in Chapter VII of the Staff Rules and Regulations. The means of the Association to realize its aims are described in Article I.1.3 of the Statutes of the CERN Staff Association. Generally speaking, its aims are “To serve and defend the economic, social, professional and moral interests of its members and all CERN staff“. Usually we deal with professional and social issues (employment conditions, defence of collective or individual rights, promotion of basic research...). But the Association also plays a role of integration (clubs promoting cultural, humanitarian, and sport or offering entertainment, organizing exhibitions and conferences) and it can promote actions to provide its members with material or social advantages (Interfon, commercial offers). Advantageous commercial offers In recent years the Association was able to negotiate with business or cultural partners benefits for its members. A full list can be found on our...

  14. Staff Performance Evaluation in Public Organizations

    Directory of Open Access Journals (Sweden)

    Drumea C.

    2014-12-01

    Full Text Available In public Organizations staff performance is difficult to measure in absence of overall quantitative performance indicators. There are also the qualitative indicators that give an overview on staff’s motivation, strive, ability, commitment to values, teamwork. These aspects are even less easy to illustrate, in private and public sectors equally. In both cases, measuring staff performance at work, as well as its input on the global performance of the organization is a difficult task which has in practice different approaches. Subsequently, this paper is discussing the system indicators and performance triggers used in International Organizations UN affiliated, in order to adjust staff classification and benefits to their staff’s performance.

  15. INDEFINITE CONTRACT REVIEW 2000

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

    The Director-General has decided to review staff members in professional categories 2 to 5 satisfying the criteria for consideration for the award of an indefinite contract, in accordance with Article R II 1.20 of the Staff Regulations. Staff members holding a fixed-term contract which it has been decided not to renew will not be considered. The following stages are foreseen:1.\tCandidates qualifying for review in accordance with Article R II 1.20 of the Staff Regulations and the Administrative Circular N° 9 will be contacted by Human Resources Division. 2.\tThe criteria as to when staff members qualify for review are described in Administrative Circular N° 9. These include the following:staff members who are in their fourth year of service on a fixed-term contract;in addition, for staff members having three years or more of previous relevant service in the Organization on a contract of limited duration (or term-contract) and upon proposal by the division leader concerned, consid...

  16. Improvements to staff radiation safety and staff management at radiopharmaceutical production and development centre achieved through deployment of the DOSICARE active dosimetry software

    International Nuclear Information System (INIS)

    An increase in demand for positron emission tomography tracers in Western Australia and increasing staff radiation doses led to a review and upgrade of the radiation monitoring system at the Radiopharmaceutical Production and Development Centre at Sir Charles Gairdner Hospital. The major short coming of the existing system was identified as a delay in the ability to interrogate dose results (greater than 1 month for TLD and finger badges and up to one week for electronic dosimeters). Delays made it more difficult to determine the cause of high doses to staff and difficult to adequately respond to staff receiving high doses. Another issue identified was the inability of staff to easily access their own radiation dose records. The upgrading of the existing Mirion DMC 2000 series system through the deployment of the DOSICARE database system combined with remote entry login stations with touch screen PC capabilities alleviated many of the previous short comings of the radiation monitoring system. The new system facilitates email alerts of high doses and presentation of personal dosimetry data to the user upon login and log out of the system and provides many other improvements. The system requires much less time to maintain and enables significantly better management of radiation workers which in turn has improved radiation safety outcomes for staff.

  17. [Hospital auxiliary staff, between polyvalence and invisibility].

    Science.gov (United States)

    Veissier, Pascale

    2016-01-01

    Often underestimated, hospital auxiliary staff carry out on a daily basis a professional activity that may be difficult to define and/or recognize. What does their work consist in and what are the boundaries of the scope of their activity? Faced with a growing rate of absenteeism among these members of staff in a nursing home for elderly people attached to a hospital, an issue emerges: does the content of their professional activity have an impact on the causes and evolution of this phenomenon? PMID:26976318

  18. International activities related to medical staff dosimetry

    International Nuclear Information System (INIS)

    The past experience and collaboration between several European laboratories - 12 participants from 9 countries- involved in radiation protection measurements, helped to establish a new collaborative project ORAMED (Optimization of Radiation Protection for Medical Staff) within the framework of 7-th FP of EU ( EURATOM Programme for Nuclear Research and Training), with the general objective to improve standards of protection for medical staff, for procedures resulting in potentially high exposures. In the presentation there will be described the main topics of the project and the participation of our department in the various working groups. (authors)

  19. Understanding Job Stress among Healthcare Staff

    OpenAIRE

    Dola Saha; Rajesh Kumar Sinha; Kankshi Bhavsar

    2011-01-01

    Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work) among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specia...

  20. 78 FR 40199 - Draft Spent Fuel Storage and Transportation Interim Staff Guidance

    Science.gov (United States)

    2013-07-03

    ... COMMISSION Draft Spent Fuel Storage and Transportation Interim Staff Guidance AGENCY: Nuclear Regulatory... Regulatory Commission (NRC) requests public comment on Draft Spent Fuel Storage and Transportation Interim... given in NUREG-1927 ``Standard Review Plan for Renewal of Spent Fuel Dry Cask Storage System...

  1. 76 FR 9381 - Notice of Availability of Interim Staff Guidance Documents for Spent Fuel Storage Casks

    Science.gov (United States)

    2011-02-17

    ... COMMISSION Notice of Availability of Interim Staff Guidance Documents for Spent Fuel Storage Casks AGENCY... Gordon, Structural Mechanics and Materials Branch, Division of Spent Fuel Storage and Transportation... performing technical reviews of spent fuel storage and transportation packaging licensing actions.'' This...

  2. Staff Development and Student Learning: A Synthesis of Research on Models of Teaching.

    Science.gov (United States)

    Joyce, Bruce; And Others

    1987-01-01

    The context of staff development programs should be selected from options promising substantial increases in student learning and aptitude. This article introduces the "effect size" concept and reviews recent research on teaching models (cooperative learning, information-processing models, synectics, nondirective teaching, and DISTAR). Includes 55…

  3. The New Jersey Statewide Writing Assessment Program Staff Development Guide and Reference Handbook.

    Science.gov (United States)

    Braungart, Diane S.

    Intended for writing teachers and administrators of writing programs, this handbook is both an information source and a model for a staff development workshop on writing assessment. Section I reviews the history of the New Jersey Statewide Writing Test, while Section II describes the test format, content, and reporting procedures. After an…

  4. Human Resource Management in Small Rural Districts: The Administrator's Role in Recruitment, Hiring and Staff Development

    Science.gov (United States)

    Townsell, Rhodena

    2007-01-01

    The purpose of this article is to review the rural area administrator's role in the areas of teacher recruitment, hiring and staff development. State and Regional Policies reveal that these areas are chief among the concerns of rural school leaders (Johnson, 2005). The rural school administrator's role often requires him/her to become involved in…

  5. Increasing the Number of Latino and Navajo Teachers in Hard-to-Staff Schools.

    Science.gov (United States)

    Becket, Diane R.

    1998-01-01

    Examined the development of two teacher education programs designed to increase the number of quality minority teachers in Latino neighborhood schools and on the Navajo reservation. Review of teacher education literature and analysis of interviews with program staff, archival records, and program documentation indicated that these two…

  6. NRC [Nuclear Regulatory Commission] staff evaluation of the General Electric Company Nuclear Reactor Study (''Reed Report'')

    International Nuclear Information System (INIS)

    In 1975, the General Electric Company (GE) published a Nuclear Reactor Study, also referred to as ''the Reed Report,'' an internal product-improvement study. GE considered the document ''proprietary'' and thus, under the regulations of the Nuclear Regulatory Commission (NRC), exempt from mandatory public disclosure. Nonetheless, members of the NRC staff reviewed the document in 1976 and determined that it did not raise any significant new safety issues. The staff also reached the same conclusion in subsequent reviews. However, in response to recent inquiries about the report, the staff reevaluated the Reed Report from a 1987 perspective. This re-evaluation, documented in this staff report, concluded that: (1) there are no issues raised in the Reed Report that support a need to curtail the operation of any GE boiling water reactor (BWR); (2) there are no new safety issues raised in the Reed Report of which the staff was unaware; and (3) although certain issues addressed by the Reed Report are still being studied by the NRC and the industry, there is no basis for suspending licensing and operation of GE BWR plants while these issues are being resolved

  7. Turning Up the Staff for Organizational Change

    Science.gov (United States)

    Jones, Jr., Richard V.

    1969-01-01

    With the tremendous growth of innovation in education in recent years, the need to "tune up the staff has appeared as an essential ingredient. The days of change through administrative directives have disappeared with the rise in teacher militancy and competency. (CK)

  8. Supervision, Staff Development, and Evaluation Connections.

    Science.gov (United States)

    McQuarrie, Frank O.; Wood, Fred H.

    1991-01-01

    Examines the relationship between supervision, staff development, and teacher evaluation, discussing why educators must strive to make connections among the three, identifying important misunderstandings about them, and describing the purposes of each process and the similarities, differences, and connections between them. Together, they can be…

  9. Greeks in America; Staff Development Module.

    Science.gov (United States)

    Lereah, Lucy; And Others

    This module lists eight staff development objectives pertaining to various aspects of Greek-American culture. Topics dealt with include Greek emigration and immigration, Greek vocabulary, contributions made by prominent Greek-Americans, Greek family life and the changing role of family members, Greek values, and the growth of Atlanta's Greek…

  10. Between Education and Psychology: School Staff Perspectives

    Science.gov (United States)

    Corcoran, Tim; Finney, Dave

    2015-01-01

    When discussing contributions from psychology in/to educational practices like school-based mental health promotion, it is peculiar that psychologists (of an educational or clinical kind) or education-oriented sociologists, both not often based in schools or classrooms, dominate the topic. It has been acknowledged that school staff have been over…

  11. Assessing and Reducing Exposures to Cardiology Staff

    International Nuclear Information System (INIS)

    Interventional radiology and interventional cardiology practices represent the highest radiological workload in hospitals and have the potential for high exposures to staff operating near patients. The IAEA has promoted the Information System on Occupational Exposure in Medicine, Industry and Research (ISEMIR) project where the working group on interventional cardiology assessed levels of exposure and methods applied for individual monitoring, and designed an international database of occupational exposures. Worldwide surveys of interventional cardiologists from 32 countries and 81 regulatory bodies from 55 countries provided information on dosimetry practice: only 57% of regulatory bodies define the number and/or position of dosimeters for staff monitoring and less than 40% could provide doses. The survey results proved poor compliance with staff monitoring recommendations in a large fraction of hospitals and the need for staff monitoring harmonization and monitoring technology advancements. Given the new occupational dose limit for the lens of the eye, the existence of high eye doses in interventional cardiology practice and the general lack of knowledge of actual eye doses in interventional cardiology (and other similar interventional practices), ISEMIR recommends improving training in occupational radiation protection and monitoring methods for assessing eye lens doses, and urging hospital management to utilize the international database under development for benchmarking occupational doses in interventional cardiology and, hence, improve optimization of protection. (author)

  12. Radiation Safety Awareness Among Medical Staff

    International Nuclear Information System (INIS)

    The common access to imaging methods based on ionizing radiation requires also radiation protection. The knowledge of ionizing radiation exposure risks among the medical staff is essential for planning diagnostic procedures and therapy. Evaluation of the knowledge of radiation safety during diagnostic procedures among the medical staff. The study consisted of a questionnaire survey. The questionnaire consisted of seven closed-ended questions concerning the knowledge of the effects of exposure to ionizing radiation as well as questions related to responder’s profession and work experience. The study group included a total of 150 individuals from four professional groups: nurses, doctors, medical technicians, support staff. The study was carried out in the three largest hospitals in Gdańsk between July and October 2013. The highest rates of correct answers to questions related to the issue of radiation protection were provided by the staff of radiology facilities and emergency departments with 1–5 years of professional experience. The most vulnerable group in terms of the knowledge of these issues consisted of individuals working at surgical wards with 11–15 years of professional experience. Education in the field of radiological protection should be a subject of periodic training of medical personnel regardless of position and length of service

  13. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    Directory of Open Access Journals (Sweden)

    Ladislav Rosocha

    2015-07-01

    Full Text Available Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a well-known method from statistical thermodynamics. We define hard constraints, which are linked to legal and working regulations, and minimize the violations of soft constraints, which are related to the quality of work, psychic, and work-life balance of staff.Findings: On a sample of 60 physicians and nurses from gynecology department we generated monthly schedules and optimized their preferences in terms of soft constraints. Our results indicate that the final value of objective function optimized by proposed algorithm is more than 18-times better in violations of soft constraints than initially generated random schedule that satisfied hard constraints.Research Limitation/implication: Even though the global optimality of final outcome is not guaranteed, desirable solutionwas obtained in reasonable time. Originality/Value of paper: We show that designed algorithm is able to successfully generate schedules regarding hard and soft constraints. Moreover, presented method is significantly faster than standard schedule generation and is able to effectively reschedule due to the local neighborhood search characteristics of simulated annealing.

  14. Staff Exchange or Legal Alien Programs

    DEFF Research Database (Denmark)

    Jørgensen, Rune Nørgaard

    2016-01-01

    SRA would very much like to support the exchange of best practice between members throughout the year and the Membership Committee is presently looking into the opportunities for a Staff Exchange or Legal Alien Program. However the International Section has already had the chance to provide this...

  15. Are Students Customers? Perceptions of Academic Staff

    Science.gov (United States)

    Lomas, Laurie

    2007-01-01

    This paper examines the notion of the student as a customer in a university, focusing on the perceptions of academic staff. Changes in the higher education sector in recent years have significantly reduced the differences between universities and other types of organisations and it has been argued that students have become "consumers" of higher…

  16. The Hazardous Waters of Staff Selection.

    Science.gov (United States)

    Shoop, Robert J.; Dunklee, Dennis R.

    2001-01-01

    Understanding prospective employees' rights (under the 1964 Civil Rights Act and other federal legislation prohibiting discriminatory practices) can help principals protect themselves, their schools, and their districts from litigation. Scenarios are described, along with permissible staff-selection steps: position analysis, recruitment,…

  17. Selecting and Developing an A+ Staff

    Science.gov (United States)

    Smith, Vernon G.

    2008-01-01

    Because the demand for excellence in public education is ever present, this article explores the development of a professional enhancement program designed to select and develop a qualified, competent faculty and staff. The basis for the program is a strong educational philosophy, which leads to a vision of what schools can be. It stresses the…

  18. Staff-Development Program. Maxi I Practicum.

    Science.gov (United States)

    Tutalo, Anthony J.

    Described are various aspects of a program to train school personnel to meet the special needs of mainstreamed children. The staff development program is discussed in terms of program responsibility, strategy, and steps taken by the principal in the implementation procedure. The four stages of Project RETAP, a special education in-service program…

  19. Does Staff Diversity Imply Openness to Diversity?

    Science.gov (United States)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose: Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international university departments in Denmark. The authors set out…

  20. The Lighter Side of Staff Development

    Science.gov (United States)

    Bacall, Aaron

    2004-01-01

    As educators, we often take ourselves a bit too seriously, so veteran educator and illustrator Aaron Bacall offers a little perspective with these lighthearted cartoons. Whether used as overheads for meetings or as an individual break in a busy day, this collection of whimsical glimpses at staff development will provide a moment to laugh and add a…

  1. Visit of the US Congressional Staff delegation

    CERN Multimedia

    Patrice Loïez

    2001-01-01

    List of participants: Jon Kamarck, Chief Clerk, VA-HUD subcommittee, Senate Appropriations Committee; Cheh Kim, Professional Staff Member, VA-HUD subcommittee, Senate Appropriations Committee; David Schindel, Head, National Science Foundation, Europe Office; Terry Schaff, National Science Foundation, Office of Legislative & Public Affairs; Tim Clancy, National Science Foundation, Office of Legislative & Public Affairs; Ms Lynette Poulton, First Secretary, US Mission in Geneva

  2. NRC staff site characterization analysis of the Department of Energy`s Site Characterization Plan, Yucca Mountain Site, Nevada

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1989-08-01

    This Site Characterization Analysis (SCA) documents the NRC staff`s concerns resulting from its review of the US Department of Energy`s (DOE`s) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation`s first geologic repository for high-level radioactive waste. DOE`s SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC`s specific objections related to the SCP, and major comments and recommendations on the various parts of DOE`s program, are presented in SCA Section 2, Director`s Comments and Recommendations. Section 3 contains summaries of the NRC staff`s concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE`s program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC`s responsibilities with respect to DOE`s SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs.

  3. Staff management, training and knowledge management

    International Nuclear Information System (INIS)

    Staff management/training and knowledge management are organisational issues that are particularly sensitive in long-term projects stretching over decades like the development and operation of a geological repository. The IAEA has already issued several publications that deal with this issue (IAEA, 2006, 2008). Organisational aspects were also discussed in the framework of a topical session organised by the Integration Group for the Safety Case (IGSC) at its annual meeting in 2009 and were regarded as a topic deserving future attention (NEA, 2009a). More recently, the Forum on Stakeholder Confidence (FSC) identified organisational, mission and behavioural features as attributes of confidence and trust (NEA, 2013). They also identified that aspects such as structural learning capacity, high levels of skill and competence in relevant areas, specific management plan, good operating records, transparency and consistency are associated with confidence building in a safety case. These aspects are considerably related to staff training/management and knowledge management. The IGSC has initiated a proposal of study dedicated to staff training/management and knowledge management with the objective to highlight how these recent concerns and the requirements issued by the IAEA are concretely implemented in the national programmes. The goal of this study is to acknowledge the differences of views and needs for staff management and knowledge management at different stages of individual programmes and between implementer and regulator. As a starting point to this study, the JAEA and ONDRAF/NIRAS prepared a draft questionnaire in order to succinctly capture processes and tools that the national organisations have implemented to meet the requirements and address the issues set out in the field of staff and knowledge management. For the purpose of this study, a questionnaire is now under development, which will be presented on the occasion of this symposium with guidance based on a

  4. A "Coach Approach" to Staff Engagement

    Directory of Open Access Journals (Sweden)

    Margaret Macmillan

    2011-11-01

    Full Text Available The speed of change is challenging libraries to redevelop themselves in ways we have never seen before. Rising costs and changing customer expectations are forcing staff to continuously learn new skills, adapt to new technologies and work more closely in collaboration with others in response to this unpredictable environment. At the same time library leaders need to communicate regularly with staff and to motivate them to dialogue with each other about the value of the library service that they provide to the community. A creative approach to building flexibility, resilience and staff engagement has become essential for survival. Coaching is a creative, innovative and effective communications tool that is now considered to be one of the most important ways to encourage employees to continue to learn and develop. Its greatest impact is in building leadership and staff engagement. Communicating with “a coach approach” or coaching mindset is a powerful way for library leaders to connect with others where the flow and exchange is positive and there is a mutual benefit of contribution and collaboration, expanded knowledge and innovation. The basics of fostering “a coach approach” with library staff requires an understanding of the importance of “reframing” one’s personal attitudes and perspectives, appreciating the art of focused listening and the impact of positive acknowledgement, learning to ask the right questions and formulating action plans for continued success. It is a learned skill that requires a commitment to practice but is one that will ultimately demonstrate positive results.

  5. BASIC ACTIVITIES OF THE HUMAN RESOURCE MANAGEMENT IN ENSURING STAFF FOR S.C. ROMLUX S.A.

    OpenAIRE

    SECARĂ CARMEN-GABRIELA

    2014-01-01

    Within the analysis conducted, the main activities in the field of human resource management has been assessed, such as: human resource planning; recruitment and selection of staff; assessment of individual professional performances; initial and continuing training; evaluation of human resources management costs; motivation. However, there have also been reviewed with a lower degree of detailing, other issues of interest, such as: human resources assessment; promotion of staff...

  6. Assessing the use of hospital staff influenza-like absence (ILA) for enhancing hospital preparedness and national surveillance

    OpenAIRE

    Drumright, Lydia N; Frost, Simon DW; Elliot, Alex J.; Catchpole, Mike; Pebody, Richard G.; Atkins, Mark; Harrison, John; Parker, Penny; Holmes, Alison H.

    2015-01-01

    Background Early warning and robust estimation of influenza burden are critical to inform hospital preparedness and operational, treatment, and vaccination policies. Methods to enhance influenza-like illness (ILI) surveillance are regularly reviewed. We investigated the use of hospital staff ‘influenza-like absences’ (hospital staff-ILA), i.e. absence attributed to colds and influenza, to improve capture of influenza dynamics and provide resilience for hospitals. Methods Numbers and rates of ...

  7. Operating the plant, quality assurance, and the job of the operating staff, Volume Twelve

    International Nuclear Information System (INIS)

    Subject matter includes operating the plant (the role of the operator, the control room, plant technical specifications, plant operating procedures, initial startup program, BWR/PWR plant startup, BWR/PWR steady state power operation, BWR/PWR transient operation, emergency operation), quality assurance (what is quality, what is quality control, quality assurance includes quality control, government regulation and quality assurance, administrative controls for nuclear power plants, the necessity of reviews and audits, practical quality assurance), and the job of the operating staff (the plant operating staff, plant safety, first aid and resuscitation, general plant hazards, personnel protective equipment, handling chemicals, handling compressed gas, equipment repair and maintenance, communicating with others

  8. Effects of hospital downsizing on surviving staff.

    Science.gov (United States)

    Young, S; Brown, H N

    1998-01-01

    In 1993, 27% of 1,147 surveyed hospitals planned to decrease staff size in the next year. This study surveyed 48 vice presidents of nursing in North Carolina hospitals with an average inpatient census over 100 using a 13-item questionnaire in an effort to discover strategies that were helpful in effective downsizing endeavors. Of the 31 (48%) returned questionnaires, 11 (35%) of the VPs reported downsizing in the past 3 years, most of which required the closing of one or more units. The respondents ranked attrition as the most common strategy, followed by relocation, early retirement, a change in skill mix, and layoffs. The most important components in successful downsizing or reorganization efforts were: two-way communication and sufficient planning, as well as seeking and using input from a broad group of staff (using both individual meetings and group forums/discussions). PMID:9987324

  9. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  10. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2005 : Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2004/2005, i.e. with effect from 1 September 2004 (page 81). Copies of this update, announced in Weekly Bulletin 4/2005, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  11. Mobbing behaviors encountered by nurse teaching staff.

    Science.gov (United States)

    Yildirim, Dilek; Yildirim, Aytolan; Timucin, Arzu

    2007-07-01

    The term 'mobbing' is defined as antagonistic behaviors with unethical communication directed systematically at one individual by one or more individuals in the workplace. This cross-sectional and descriptive study was conducted for the purpose of determining the mobbing behaviors encountered by nursing school teaching staff in Turkey, its effect on them, and their responses to them. A large percentage (91%) of the nursing school employees who participated in this study reported that they had encountered mobbing behaviors in the institution where they work and 17% that they had been directly exposed to mobbing in the workplace. The academic staff who had been exposed to mobbing behaviors experienced various physiological, emotional and social reactions. They frequently 'worked harder and [were] more organized and worked very carefully to avoid criticism' to escape from mobbing. In addition, 9% of the participants stated that they 'thought about suicide occasionally'. PMID:17562724

  12. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1st January 1996 are modified as follows as of 1st July 2006: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme-reorganisation of the Fellowship Programme-modification of Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions-new definition of disability and associated benefits-revised role of the Joint Advisory Rehabilitation and Disability Board-bringing together of the relevant provisions). Copies of this update (modification No.16) are available from Departmental secretariats. In addition, the Staff Rules and Regulations can be consulted on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular No. 14 (Rev. 2)-July 2006 Protection of members o...

  13. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2006: The modifications are listed below: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme - reorganization of the Fellowship Programme - modification of the Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions - new definition of disability and associated benefits - revised role of the Joint Advisory Rehabilitation and Disability Board - bringing together the relevant provisions). Copies of this update (modification# 16) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular ...

  14. Outbreak of Mysterious Illness Among Hospital Staff

    DEFF Research Database (Denmark)

    Jacobsen, Peter; Ebbehøj, Niels Erik

    2016-01-01

    BACKGROUND: Hospitals are rarely reported as settings for mass psychogenic illness (MPI). The present report scrutinizes an outbreak of probable MPI among hospital staff, with medical intervention reinforcing the course of the illness. CASE REPORT: Four of seven staff members in an emergency...... sick leave. The ward was closed for several weeks during comprehensive but negative investigations for toxic chemicals. Clinical data and lack of indication of chemical exposure, together with an attack pattern with only some individuals becoming ill in a shared environment, suggest MPI. Iatrogenic...... influence from dramatic intervention was probably a strong driving force in the outbreak. WHY SHOULD AN EMERGENCY PHYSICIAN BE AWARE OF THIS?: Awareness of MPI may prevent unnecessary and potentially harmful treatment as well as improve health care resilience, particularly with respect to preparedness...

  15. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2004-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2004: • Preliminary note - Terminology realignment following the restructuring of the Organization (page - i -) • Annex R A 1 - Scale of basic salaries (page 73) • Annex R A 2 - Scale of stipends paid to fellows (page 74) • Annex R A 4 - Family allowance and child allowance (page 81) • Annex R A 8.01 - Reimbursement of education fees for the academic year 2003/2004, i.e. with effect from 1 September 2003 (page 81). Copies of this update, announced in Weekly Bulletin 3/2004, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  16. Results of the staff survey: your priorities

    CERN Multimedia

    Staff Association

    2014-01-01

    This is the first in a series of articles which will give some details about the results of the Staff Association staff survey To know your priorities and the evolution of your concerns over the last decade we study how, in each of our latest three surveys, you chose from a list of 15 items the five most important and classified them by assigning them a priority, from the most important to the fifth most important. The list of fifteen items, and a short description, follows. Career evolution (classification, level of recruitment, advancement, promotion) Salary level Family policy (recognition of partners, allowances, school fees, kindergarten, nursery, crèche, parental leave) Health insurance Non-residence and international indemnity Annual salary adjustment (cost variation index) Contract policy (duration, recruitment, award of IC, conditions of the beginning and ending of the contract) Motivation at work (interest, team, supervision, mobility, reward scheme) Pensions (retirement, disability, o...

  17. COURSE LOAD OF TEACHING STAFF IN PUBLIC UNIVERSITIES IN TURKEY

    Directory of Open Access Journals (Sweden)

    Kenan Oğuzhan ORUÇ

    2010-12-01

    Full Text Available The period of globalization and transition to the information society that we live in causes an increment in the demands and expectations each passing day from the universities whose main duties are to make education-training, to do academic research and to serve the country and humanity. As a result of this increasing demands and expectations an important transformation period is being had in the higher education institutions in Turkey; number of universities, faculties, scools, institutes, departments and students/quotas are increasing every year. In this study; it is tried to be reviewed by calculating the time that the teaching staff, who work full time in the universities, need to spend for the education and training duty. In the study; the data of 53 universities were used that were set up before 2006 and the assessments were carried out based on their payments for additional course hours between 2006-2009.

  18. Republic of Congo; Staff-Monitored Program

    OpenAIRE

    International Monetary Fund

    2008-01-01

    Social and political stability has improved in Congo, but the security situation is fragile. Executive Directors welcomed the Staff-Monitored Program (SMP), which was designed to safeguard fiscal and external stability. They stressed the need for stabilizing the economy and pursuing structural reforms with a view for achieving sustainable growth, reducing poverty, diversifying the economy, and benefiting from enhanced HIPC Initiative debt relief. As a sign of their renewed commitment to reeng...

  19. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    The Provisional Staff Regulations of the Agency, as amended up to 19 September 1975 by the Board of Governors, are set forth in this document for the information of all Members of the Agency. When an individual provision of the Regulations and the Annexes thereto has been amended since their approval by the Board in 1957, this is indicated by a footnote giving the date on which the current text became effective. There is a subject index at the end of the document

  20. Staff Psychological Contract Innovates Human Resource Management

    OpenAIRE

    Wei, Xin; Liu, Xiaoyan

    2009-01-01

    This paper mainly studies on the relationships between the contents of staff psychological contract, job satisfaction level and occupation satisfaction level by surveying, combining research methods of literature, academic and empirical research. The research results have important reference value on human resource management innovation. New suggestions were also put forward, which are relative with recruitment, measure of psychological contract, culture construction and targeted incentives t...

  1. Teaching Staff Advanced Training: European Experience

    Directory of Open Access Journals (Sweden)

    Kovalchuk Vasyl

    2015-08-01

    Full Text Available The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers’ evaluation at the educational institution. Advanced training of teaching staff in France is provided by various institutions of postgraduate education, university institutes and regional centers of education in order to help teachers to renew their professional knowledge and at the same time to refocus it on the level of consciousness according to the real problems of school and the community. The feature of teaching staff advanced training in France is that it is teachers’ personal matter and duration of all periods of training should come to one year during all professional career. In Finland, teaching staff advanced training is organized directly in schools under aegis of the National Board of Education, the National Centre for Advanced Training in Education, departments of teacher education and other faculties of higher educational institutions on credit system basis. Among the topical forms there are targeted, cascade, common (cooperative teaching and learning by own example. In the UK, advanced training takes place in two models: the course model based on higher educational establishments and school based in-service education. The main purpose of advanced training system is to familiarize teachers with theoretical and practical innovations in educational activities, progressive teaching technologies, and consolidate their skills of independent acquisition of knowledge necessary for their professional development.

  2. Analysis Of Staff And Customer Satisfaction

    OpenAIRE

    Evgeni Stanimirov; Borislava Cherkezova

    2012-01-01

    Intensive competition in the area of business services stimulates companies to try to manage the satisfaction and loyalty of their most important customers. Front office personnel of companies selling their products, through their attitudes and behaviour, affect the satisfaction and loyalty levels of customers. The ability of sales staff to assess comparatively accurately whether customers receive the desired and expected service level is important from the viewpoint of marketing. The precise...

  3. Developing behavioral objectives for perioperative staff development.

    Science.gov (United States)

    Beitz, J M

    1996-07-01

    Behavioral objectives (i.e., clear statements that describe intended instructional outcomes) are a crucial component of educational planning for perioperative staff development. Properly written objectives promote positive learning outcomes such as increased motivation, better retention of information, and improved instructional accountability. This article describes the advantages of using behavioral objectives, gives a historical perspective of their development, presents a practical "how-to" approach to formulating them, and delineates their link to the selection of appropriate evaluation methods. PMID:8827333

  4. Production, staff, working time and financial planning

    OpenAIRE

    Orlando Boiteux; Albert Corominas; Amaia Lusa; Carme Martinez

    2009-01-01

    Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

  5. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2005 Internal taxation of remuneration, payments and other financial benefits (New articles IV 2.01, R IV 2.01 to 2.04 pages 56 bis & 56 ter; Annex R A 1 bis page 73 bis) 1 September 2005 Reimbursement of education fees (Article R A 8.01 page 81) for the academic year 2005/2006 1 November 2005 Age limit (Article R II 6.04 page 37) 1 January 2006 Scale of basic salaries and scale of basic stipends (Annex R A 1 page 73 & Annex R A 2 page 74 respectively). Family Allowance and Child Allowance (Annex R A 4 page 76) New contract policy for staff members (Articles R II 1.19 & 1.20 page 15, R II 1.23 page 16, II 6.01 page 36, R II 6.02 & R II 6.06 page 37, VIII 1.03 page 68, R A 9.01 page 83). Copies of this update (modification # 15) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following addr...

  6. A new logo for the Staff Association

    CERN Multimedia

    Staff Association

    2013-01-01

    On 3rd December 2012 the Staff Association launched a competition open to all to design a new logo, which should not contain the official CERN logo, reserved by CERN’s new graphic charter to the official use by the Organization. We are pleased that this competition sparked a strong interest. A total of 57 proposals were received within the time limits, some submitted from far away: Poland, Czech Republic, Turkey and even Cameroon! The selection of the winning logo was made in two steps: first the pre-selection of six finalists, followed by the final choice of the winning logo by members of the Staff Association.  Winning logo The pre-selection was made in two stages. Three of the six finalists were nominated by a jury consisting of seven members of the Staff Association, including communication professionals. In parallel, from 4 to 15 February CERN employed members of the personnel were able to visit the exhibition of all the logo proposals on the 1st floor of the Main Building and ...

  7. Essentials of Staff Development and Why You Should Care

    OpenAIRE

    Gesme, Dean H.; Towle, Elaine L.; Wiseman, Marian

    2010-01-01

    Physicians may reason that their energy, education, and training should be focused on patient care and research, whereas staff education should be the responsibility of practice managers. But physicians have an important role in staff development.

  8. Motivating Staff--A Problem for the School Administrator.

    Science.gov (United States)

    Batchler, Merv

    1981-01-01

    Examines the implications for educators of the "Motivation-Hygiene Theory" proposed by Frederick Herzberg. Suggests increasing staff opportunities for goal setting, decision making, and expanded professional competence as strategies for developing staff motivation. (Author/MLF)

  9. 77 FR 37665 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-22

    ... Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meeting related to the transmission planning activities of the North Carolina Transmission Planning...

  10. The place of human-factors in the work of the Atomic Energy Control Board

    International Nuclear Information System (INIS)

    The AECB do not effectively regulate human factors in nuclear power plants since they have no staff trained to do so. Two new positions are recommended and their activities are outlined. Special problems are identified in the certification of personnel, management information control, and in accommodating human factors to AECB style

  11. CNSC staff annual report for 2001 on the Canadian nuclear power industry

    International Nuclear Information System (INIS)

    This report summarizes the Canadian Nuclear Safety Commission (CNSC) staff assessments of the Canadian nuclear power industry's operational performance in 2001. The report presents the CNSC staff score card of licensee programs and performance in nine safety areas. In addition, the report makes comparisons where possible, shows trends and highlights significant issues that pertain to the industry at large. More detailed information on issues can be found in the licensing Commission Member Documents (CMD) for each facility. The report's conclusions are supported by information gathered by CNSC staff inspections and document reviews, event reviews and studies of performance indicators.Through these activities, CNSC staff identifies strengths and weaknesses in licensees' performance and raise issues requiring attention or corrective action. Of the 22 CANDU reactors that have been issued operating licences by the CNSC, eight have produced no electric power since 1998. The Bruce A reactors are defuelled and in a layed-up state. The Pickering A reactors are fuelled, but remain in a drained guaranteed shutdown state. The Bruce B reactors are currently limited to operating at or below 90% of full power. The Darlington reactors are limited to 98% of full power. The remaining reactors are nominally operating at full power. Figure 2 shows the location of each site, the number and generating capacity of the reactors, and the initial start-up date, licence holders and licence expiry date (at the time of the production of the report). To meet the legal requirements of the Nuclear Safety and Control Act and Regulations licensees must implement programs which ensure that station operation has adequate provisions for the protection of the environment, the health and safety of persons and the maintenance of national security and measures required to implement international obligations to which Canada has agreed. CNSC staff assesses every stations' performance against legal

  12. Teacher´s Characterization from the Year Staff Meeting in Superior Education.

    Directory of Open Access Journals (Sweden)

    Servando Martínez Hernández

    2012-09-01

    Full Text Available The students´ integral formation is development by the year staff meeting and it is expressed in the year objectives and in the institutional demands, which is not always achieved at desired levels playing teachers and students the most important roll. This paper has as an objective the characterization of teachers who participate from the year staff meeting and their attitude toward university student integral formation. Present research implemented in its diagnoses stage, took place in Sancti Spiritus University in Informatics Career, specifically 4th year, and it was selected a group of 26 students for searching information. As empirical methods it was used a survey for students and teachers and the reviewing of documents that the year staff has, and the systematic observation to the meetings of this staff. The results showed teachers´ insufficiencies in obtaining the effective of students´ integral formation, confirmed by the disagreement in students, being unable to increase potentialities for the formation and the development of attitudes in teachers, oriented towards the students´ integral formation from the year staff meeting.

  13. Analysis of the CNSC Staffs Action Plan to Reflect Lessons Learned from Fukushima Accident

    International Nuclear Information System (INIS)

    On September 30, 2011, the Task Force completed its review and presented the public with the findings and recommendations in the CNSC Fukushima Task Force Report. The Task Force made 13 recommendations to further enhance the safety of nuclear power plants in Canada. After that, the CNSC established the CNSC Staffs Action Plan based on the Fukushima Task Force's recommendations. In Canada, 19 nuclear power reactor units are currently producing electric power, and all of them are pressurized heavy water-reactor (PHWR) types. Also, considering 2 power reactor units in Korea, Wolsung unit 1 and 2, are the same reactor type, the analysis of the CNSC Staffs Action Plan will be of benefit to determining recommendations of Korea to address lessons learned from the Fukushima Daiichi nuclear power plant. Therefore, the CNSC Staffs Action Plan was introduced and analyzed in this study. From the results of the above analysis, it is recognized that the strengthening of defense in depth, emergency preparedness and the regulatory oversight of nuclear power plants in Canada were emphasized and much similar to practices of other countries. Public consultation process establishing the CNSC Staffs action plan has been carried out several times, in order to ensure regulatory transparency, by the CNSC staffs, and this is comparable with other countries. It is expected that the detail analysis results of the above plan will be helpful to enhance the safety of domestic operating nuclear power plants

  14. Use of an accident and emergency department by hospital staff.

    OpenAIRE

    Mann, C J

    1996-01-01

    OBJECTIVE: To assess the number of attendances by hospital staff at an accident and emergency (A&E) department, and reasons for their attendance. METHODS: A&E attendances by hospital staff were studied for a 12 month period. Comparison was made with attendances by non-hospital staff in full or part time employment. Differences between the observed and expected numbers of attendances were analysed using chi 2 analysis. RESULTS: 560 staff attendances were recorded out of 78,103 total attendance...

  15. Identifying needs to develop a PBL staff development program

    OpenAIRE

    Prarthana Coffin

    2013-01-01

    Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL) academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims to answer the following research questions 1) how can university academic staff be assisted to acquire pedagogical competences for an initiative of t...

  16. Five-yearly Review: What now? Is this the end?

    CERN Multimedia

    Association du personnel

    2006-01-01

    The CERN Staff Association has made every effort over the past months to devise and propose numerous solutions in the framework of the current five-yearly review. The Staff Association has done this in close collaboration with the staff members, through several polls which have all resulted in a massive rejection of the Management's position.

  17. Academic Staff Disposition to Promotion Criteria in Nigerian Universities

    Science.gov (United States)

    Archibong, Ijeoma A.; Effiom, David O.; Omoike, Don; Edet, Aniefiok O.

    2010-01-01

    This study aimed at determining academic staff satisfaction with promotion criteria and what, in their view, should be included in the promotion criteria. A researcher-designed questionnaire was utilized for data collection from a sample size of 349 academic staff. Findings show that the majority of the academic staff were dissatisfied with the…

  18. 32 CFR 700.720 - Administration and discipline: Staff embarked.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Administration and discipline: Staff embarked... Commanders In Chief and Other Commanders Administration and Discipline § 700.720 Administration and discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and...

  19. 42 CFR 401.112 - Availability of administrative staff manuals.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and... Rulings. These manuals are generally not printed in a sufficient quantity to permit sale or other...

  20. 32 CFR 1602.5 - Area office staff.

    Science.gov (United States)

    2010-07-01

    ....5 Area office staff. The compensated employees, civilian and military, of the Selective Service System employed in an area office will be referred to as the area office staff. ... 32 National Defense 6 2010-07-01 2010-07-01 false Area office staff. 1602.5 Section...

  1. Staff Reactions to Challenging Behaviour: An Observation Study

    Science.gov (United States)

    Lambrechts, Greet; Van Den Noortgate, Wim; Eeman, Lieve; Maes, Bea

    2010-01-01

    Staff reactions play an important role in the development and maintaining of clients' challenging behaviour. Because there is a paucity of research on staff reactions in naturalistic settings, this study examined sequential associations between challenging behaviour and staff reactions by means of a descriptive analysis. We analysed video…

  2. Enhancing staff performance through a customized evaluation form.

    Science.gov (United States)

    Barr, E S

    1993-03-01

    Using a customized staff performance evaluation form identifies specific behaviors characteristic of an ideal staff person. The form assists the manager in addressing how each staff member displays these characteristics and helps the manager and employee coauthor a written plan designed to enhance self-development and teamwork. PMID:8335780

  3. Occupational exposure of medical staff: An overview

    International Nuclear Information System (INIS)

    Occupational exposure is defined as the exposure of a worker that is received or committed during a period of work. For an overview of the different area's where workers can be occupationally exposed we can refer to the UNSCEAR reports. The physicians, technicians, nurses, and other medical staff constitute the largest group of workers occupationally exposed to man-made sources of radiation. In this UNSCEAR publication you can find the average occupational doses worldwide and trends during the last 20-30 years. Of course these statistics are difficult to obtain, and there are large differences between different countries. According to the UNSCEAR data, the average exposure of medical workers are now decreasing worldwide, but the number of workers exposed to medical sources of radiation is still increasing. We will give an overview of the occupational exposures in different areas of the medical field, and we will discuss some of the hot-topics and radiation protection problems. We will give some examples of recent staff dose measurements in the different medical fields Diagnostic radiology: Radiography is by far the most widely used X-ray imaging technique. During radiography with fixed installations, the radiographer would normally be expected to stand in a control booth that is typically shielded against X-ray tube leakage and scattered radiation from the room and patient. The occupational doses are mostly low. Fluoroscopic procedures are by far the largest source of occupational exposure in medicine. These procedures require the operator to be present in the examination room, usually close to the patient. In fact, the patient is the main source of exposure because of scattered radiation. Shielding for this scattered radiation is more difficult, but it is possible to reduce the staff doses by partial shielding and simple procedural steps. Fluoroscopy procedures can also be therapeutic. In such cases the procedures arc even longer and doses to staff arc generally

  4. The effectiveness of staff training focused on increasing emotional intelligence and improving interaction between support staff and clients

    NARCIS (Netherlands)

    Zijlmans, L.J.M.; Embregts, P.J.C.M.; Gerits, L.; Bosman, A.M.T.; Derksen, J.J.L.

    2015-01-01

    Background Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed a

  5. The Effectiveness of Staff Training Focused on Increasing Emotional Intelligence and Improving Interaction between Support Staff and Clients

    Science.gov (United States)

    Zijlmans, L. J. M.; Embregts, P. J. C. M.; Gerits, L.; Bosman, A. M. T.; Derksen, J. J. L.

    2015-01-01

    Background: Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed at emotional intelligence and interactions…

  6. A crèche for CERN staff The Staff Association project

    CERN Multimedia

    Association du personnel

    2006-01-01

    For many years, the Staff Association has supported the demand for the creation of a crèche for the children of CERN staff. Several studies have been carried out without leading to a concrete plan. The fact that the CERN population is getting younger and the shortage of local facilities have led to a more urgent demand for this type of social service over the past few years. Furthermore, the Equal Opportunities Panel had already recommended that crèche places be made available.

  7. Staff numbers: from words to action!

    CERN Multimedia

    Association du personnel

    2006-01-01

    2006 is a decisive year for the definition of needs for human resources and long-term budget for the Organization. The LHC is officially programmed for 31 August 2007; the Director-General has to draw up a â€ワLong-term Plan” (LTP) by the end of the year. This projected programme will specify the needs for staff fron now until 2010 and beyond, in particular in the framework of the completion and running of this unique machine.

  8. Nursing staff requirements for neonatal intensive care.

    OpenAIRE

    Williams, S.; Whelan, A; Weindling, A M; Cooke, R W

    1993-01-01

    A study to estimate the number of nursing staff required for neonatal nursing was undertaken. Certain nursing tasks, such as transporting any infant, caring for the dying infant, and looking after the very unstable infant required continuous attention by one nurse (5.5 whole time equivalent (wte) nurses for each cot). The stable ventilated infant required 10.5 nursing hours each day-that is, 2.4 wte/cot. Infants with intravenous infusions, but not ventilated, required only slightly less nursi...

  9. Geneva University honours two CERN staff members

    CERN Multimedia

    2001-01-01

    Albert Hofmann Steve Myers On 8 June, two CERN staff members will receive Geneva University's highest distinction. On the proposal of the University's particle physicists, Steve Myers and Albert Hoffmann, who orchestrated LEP commissioning and operation and were instrumental in its success, will awarded the distinction of doctor honoris causa. The ceremony, interspersed with musical interludes, will be followed by a formal reception and is open to all. The Uni Dufour car park will be free to members of the public attending the ceremony. 8 June 2001 at 10.00 a.m. Uni Dufour, Auditoire Piaget 24, rue Général Dufour, Geneva.

  10. Interim staff position on environmental qualification of safety-related electrical equipment

    International Nuclear Information System (INIS)

    This report provides the NRC staff positions regarding selected areas of environmental qualification of safety-related electrical equipment in the resolution of Generic Technical Activity A-24, Qualification of Class 1E Safety-Related Equipment. The positions herein are applicable to plants that are or will be in the construction permit (CP) or operating license (OL) review process and that are required to satisfy the requirements set forth in either the 1971 or the 1974 version of IEEE Standard 323. These positions were developed prior to the Three Mile Island Unit 2 event. Any recommendations resulting from the staff's review of that event will be provided later. The seismic qualification requirements are addressed elsewhere and are not included in the scope of this document

  11. The Use of Humor in Forensic Mental Health Staff-Patient Interactions

    DEFF Research Database (Denmark)

    Gildberg, Frederik Alkier; Bradley, Stephen K.; Paaske, Kristian J.;

    2014-01-01

    Humor utilized in the practice of forensic mental health nursing might seem somehow inappropriate, given the serious circumstances surrounding most forensic mental health patients. However, some recent research has pointed to the use of humor as an important component in staff interactions with...... forensic mental health patients. This study reviews the existing international forensic mental health research literature on humor to investigate (a) what characterizes forensic mental health staff-patient use of humor and (b) what significance humor holds within the forensic mental health setting. The...... search was conducted in June 2013. Scopus, CINAHL, PubMed, and PsychINFO were searched using keywords relevant to the study. Articles were categorized using a literature matrix and analyzed using thematic analysis. Twelve research articles were reviewed and included in the analysis. Three themes were...

  12. Factors Effecting Job Satisfaction Among Academic Staff

    Directory of Open Access Journals (Sweden)

    Nezih Dağdeviren

    2011-03-01

    Full Text Available Objective: In this paper, we aimed to investigate the job satisfaction levels of all the academic staff in Trakya University, along with their socioeconomic features.Material and Methods: We used a questionnaire including the Minnesota Satisfaction Questionnaire Short Form. Frequency tables, cross tabulations, Pearson Chi-square, Exact Chi-square, Kruskal-Wallis, Dunn’s Multiple Comparison and Chi-squared Automatic Interaction Detector (CHAID tests were used for statistical analysis.Results: The mean age of 560 participants was 33.86±7.33 years, of whom 47% (n=263 were female and 53% (n=297 male. Of the participants, the mean levels were 63.06±10.96 for general, 44.79±7.49 for intrinsic, and 18.27±4.64 for extrinsic job satisfaction. 85.4% of the academic staff (n=478 had a moderate level of satisfaction, whereas 14.6% (n=82 had a higher level. There was a significant relationship between income and job satisfaction levels. With the CHAID analysis, it was determined that job satisfaction had a relationship with age, educational status, total years of service and years of service in the current department. Conclusion: Job satisfaction can reflect the general emotional status of employees. It has a greater importance for the jobs that can affect the extraoccupational lives directly and require constant devotion. Employers should take some measures to increase job satisfaction in order to improve efficiency.

  13. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2005 : Article R II 4.07 of the Staff Regulations - Leave year (pages 25 & 26) The purpose of the amendment is to allow certain members of the personnel, on an exceptional basis in the context of LHC construction, to carry forward more than 30 days of annual leave into the following year. This possibility of additional carry-forward, which will be used sparingly, is governed by strict conditions : i.e. it must be with the consent of the member of the personnel concerned and subject to a specific, documented request by the hierarchy and a favourable medical opinion. In addition, the number of additional days of leave that can be carried forward must not exceed 10 per leave year, and all days of leave accumulated in this way must be used before 30 September 2009. Finally, this possibility will not be available to members of the personnel taking part in the Saved Leave Scheme (SLS) as at 3...

  14. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility. Revision 3

    Energy Technology Data Exchange (ETDEWEB)

    1994-04-01

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff`s review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission`s regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements.

  15. Case study: Grundtvig In-service Staff Training for Adult Education Staff

    DEFF Research Database (Denmark)

    Friche, Nanna; Rasmussen, Palle

    2010-01-01

    This case study investigates the implementation in Denmark of a specific action under the European Commission's Grundtvig programme, the scheme of individual grants to adult education staff for participating in in-service training courses abroad. The emphasis in the case study is on the individual...

  16. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  17. ENTERPRISE’S INVESTMENT IN ITS STAFF – EFFICIENCY AND PROFITABILITY OF INTERNAL TRAINING

    OpenAIRE

    Ma³gorzata Madej; Magdalena Jakubowicz

    2014-01-01

    The paper is devoted to the problem of the learning organisations and durability of human capital projects funded by the European Union. It reviews the effects staff training brings to trained employees themselves, the organisation and the community and compares the theoretic concepts with results of the empirical study concerning a selected project at a private-owned higher-education institution. The study was based on self-assessment by the trained employees and verification of data at the ...

  18. Lesotho; Joint Staff Assessment of the Poverty Reduction Strategy Paper Status Report

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This Joint Staff Assessment reviews the Poverty Reduction Strategy Paper (PRSP) Status Report for Lesotho. The report states that the authorities are in the final stages of completing the PRSP and expect to submit it to the Cabinet for approval by mid-October and to the Bank and the IMF by mid-November 2004. Consultations with community-based working and thematic groups were concluded by mid-2003. Subsequently, the authorities carried out detailed exercises regarding costing, development of p...

  19. Standard review plan for the review of radiological contingency plans for fuel cycle and materials facilities

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) has been prepared for the guidance of staff reviewers in the Office of Nuclear Material Safety and Safeguards in performing reviews of Radiological Contingency Plans. The purpose of the SRP is to define acceptance criteria to assure that uniform and complete reviews are made by different reviewers

  20. Elections for staff representatives – Join, commit and vote!

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Council is a statutory body representing collectively in the area of employment conditions all CERN staff members (MPE and MPA), as well as the pensioners, former Cernois. The Staff Council is the supreme representative body of the CERN staff and pensioners, which defines the main lines of the policy of the Staff Association. The Staff Council is composed of staff representatives (45 seats to represent staff members, and 5 for representing fellows and associate members), as well as delegates for pensioners (seven positions), designated by GAC-EPA. Every two years, the Council is renewed through elections. Concerning the 45 delegates representing staff members, all departments have a least two seats allocated, one in career paths AA to D and one in career paths E to H. This guarantees a fair distribution of seats among the various organizational units and career paths. The table below, shows the exact number of delegates per department and career paths. Staff members or fellows who want to participa...

  1. STAFF ACTIVE AND REFLECTIVE LEARNING (ARL TO ENHANCE STUDENT MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Tay Sing Leong

    2010-11-01

    Full Text Available The Staff Active Reflective Learning (ARL is a new scheme designed to enhance student management though regular get-togethers of a group of teaching staff. It provides a platform for staff to share issues related to teaching, and seek solutions. This addresses current and future challenges faced in classroom management. The implementation of the Staff ARL is one of the recent initiatives taken under a new approach to shared learning within the School of Electronic and Info-Comm Technology. It provides a platform for mentors to facilitate in developing fellow staff members through the provision of professional support, helping existing staff to learn and grow professionally. Insights into classroom management techniques are provided for new staff to apply while waiting to attend the formal Pedagogic Certification in Technical Education (a compulsory component for all staff. The Staff ARL fosters good working relationships, as staff can ‘chill out’ and be rewarded through the enrichment of knowledge, sharpening of capabilities, building of confidence, and growth of mutual support. The scheme received good feedback as it resulted in the creation of a range of purposeful learning tools and strategies for thedevelopment of problem solving skills, reflective thinking skills and awareness of upto-date classroom situations.

  2. Standard Review Plan for a petition for rulemaking on radioactive waste streams below regulatory concern: Expedited review in accordance with Appendix B to 10 CFR, Part 2

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) provides guidance to staff reviewers acting on rulemaking petitions in an expeditious manner to exempt from regulation radioactive waste determined to be Below Regulatory Concern (BRC), as called for in the Low-Level Radioactive Waste Policy Amendments Act of 1985. The review plan is designed to ensure the quality and uniformity of staff reviews and to present a well-defined basis for the staff's evaluation of BRC petitions. The plan serves to improve the understanding of the staff's review by interested members of the public and the industry. It also provides information about the BRC rulemaking process to a wider audience. 6 refs., 7 figs

  3. Promotion and development of creativity among staff

    Directory of Open Access Journals (Sweden)

    M.O. Khizhnyak

    2013-03-01

    Full Text Available The aim of the article. The main purpose of this paper is to analyze the reasons for the lack of creative thinking among specialists, possible ways of its development, using one integrated methodology rather than many currently existing approaches.The results of the analysis. The authors investigated existing creativity development methods of staff and made an integrated plan, adapted to the specifics of Ukrainian enterprises. Three steps to stimulate creativity are proposed.First stage. Organization`s development evaluation. It is necessary for understanding what the workers do in the company, the opportunity to develop creativity, what leadership style is in this organization today. Thus, the characteristics of the company can determine which of the six types of companies through the spiral dynamics it belongs.Second stage. Appropriate atmosphere creating. When you know what is happening in the company, you can begin the change. It is known that you need a special atmosphere for ideas appearing. Creative director assumes the creation of such atmosphere and its support. There are six factors that contribute to the creative atmosphere in the company.Third stage. Work motivation. Creative relation to certain activities consists of three elements: competence, ability and flexibility to non-standard thinking. Manager can influence first two components, but this is the way of great investments and much time. Measures aimed at increasing internal motivation provide greater effect. For it manager has four levels: 1 tasks complexity;2 freedom degree; 3 group work; 4 level of incentives and the way of organizational support.In this study the authors found that for development and promotion of creative thinking among staff, a manager has to give them freedom to act, to stimulate their work by clarifying the ultimate goal and the importance of its implementation. He should encourage the formation of creative solutions. Creative manager should:create an

  4. Staff Training for Nanoindustry in Russia

    Directory of Open Access Journals (Sweden)

    Sidorov Sergey Grigoryevich

    2015-05-01

    Full Text Available The nanotechnology industry represents such a direction of the development of science, technologies and industries by means of which Russia will be able to achieve advanced positions in the world. For the last decade the necessary regulatory base for nanotech industry development was created in the country, beginning with the concept of nanotechnological works, and the strategy of nanotech industry development, and finishing by the program of nanotech industry development in Russia till 2015. The special place is allocated for education in the field of nanotechnologies and nanomaterials. The system of staff training for nanotech industry is developing very quickly. The departments of nanotechnologies are established almost in all leading higher education institutions of Russia, the institutes of scientific and educational centers as well as the centers of collective use are introduced in the country, the national nanotechnological network is functioning. RUSNANO State Corporation of Nanotechnologies makes significant contribution to the training of innovation staff. The corporation is planning to create at least 100 educational programs of staff training and retraining for the needs of nanotech industry. The fund of infrastructure and educational programs was established in RUSNANO which in 2012 launched the project on creation of training system in the field of nanotechnology in the e-Learning mode. In 2013 the fund created the autonomous non-profit organization “Electronic Education for Nanotech Industry” (“eNano” which became the leading developer of innovative branch educational resources and the operator on rendering educational services for nanotech industry. Since 2011 in RUSNANO there is a School League which set for itself the task to make the contribution to improvement of the situation in teaching naturalscience disciplines at schools. At the same time, according to the results of students enrolment in Russia in 2011-2014, the

  5. An investigation of staff attitudes towards challenging behaviour in intellectually disabled offenders: exploring the influence of staff characteristics and behavioural attributions

    OpenAIRE

    Rooney, Donna Louise

    2010-01-01

    Background: There is little research on staff attitudes towards Intellectually Disabled (ID) offenders, particularly their attitudes towards challenging behaviour. Past research from ID and offender populations indicate that staff characteristics such as age, gender, experience, training and qualification may influence the attributions staff make about challenging behaviour. Additionally both staff characteristics and attributions may influence staffs‟ emotional reactions. Method: 91 staff...

  6. Transforming Spaces and Identities: The Contributions of Professional Staff to Learning Spaces in Higher Education

    Science.gov (United States)

    Graham, Carroll

    2012-01-01

    Staff are a university's key resource. Typically, research has concentrated on the contribution of academic staff, and has largely overlooked the crucial role of professional staff. However, recently there has been an increase in research by professional staff, about professional staff. In Australia, professional staff comprise more than half the…

  7. The palliative care needs of ethnic minority patients: staff perspectives.

    Science.gov (United States)

    Diver, Fiona; Molassiotis, Alexander; Weeks, Les

    2003-08-01

    The aim of this study was to assess palliative care staff's perceptions of multicultural care provision and explore the barriers and facilitators to culturally sensitive care. Qualitative semi-structured interviews with five palliative care staff were conducted. Staff showed awareness of inter-cultural diversity and the importance of individualized care. It also became apparent that staff did not possess ethnocentric attitudes. Facilitators of multicultural care that emerged from the data included training, learning from experience, the use of culturally specific literature and resources, and effective communication channels in the team. However, barriers were present, including limited interpreting services, and some staff and other patients' negative behaviours towards ethnic minority patients. The findings lead to recommendations for better resourcing and expansion of interpreting services, and for more training, based on staff's desire for limited culturally specific knowledge in sensitive combination with an individualized care philosophy. PMID:12968120

  8. Education in geriatric medicine for community hospital staff.

    LENUS (Irish Health Repository)

    O'Hanlon, Shane

    2010-12-01

    Community hospitals provide many services for older people. They are mainly managed by nursing staff, with some specialist input. Little is known about education provided in these facilities. Most education in geriatric medicine is provided in hospitals, despite most elderly care being provided in the community. The authors surveyed senior nursing staff in Irish community hospitals to examine this area in more detail. Staff in all 18hospitals in the Health Service Executive (South) area were invited to participate. The response rate was 100%. Sixteen of the 18 respondents (89%) felt staff did not have enough education in geriatric medicine. Just over half of hospitals had regular staff education sessions in the area, with a minority of sessions led by a geriatrician, and none by GPs. Geriatrician visits were valued, but were requested only every 1-3 months. Staff identified challenging behaviour and dementia care as the areas that posed most difficulty.

  9. THE STAFF ASSOCIATION'S INTERNAL COMMISSIONS A source of innovative ideas

    CERN Multimedia

    STAFF ASSOCIATION

    2010-01-01

    In the heart of the Staff Association, internal commissions carry out preparatory work which is indispensable for productive discussions in Staff Council and Executive Committee meetings. These working groups, composed of staff delegates and interested staff members, are think tanks for all subjects in the area assigned to them. Five commissions are active in 2010 : The “In-Form-Action” Commission develops a communication strategy (Information), organizes staff mobilization and action (Action) and promotes delegate training (Formation [training]), in order to enhance, support and professionalize the activities of the Staff Association. The Commission for “Employment Conditions” deals with remuneration, the advancement system, working hours, recruitment, and retention, among other things. It gives its opinion on proposals by the Management or elaborates its own proposals. The Commission for “Health and Safety” examines all aspec...

  10. Hand Dose in Nuclear Medicine Staff Members

    International Nuclear Information System (INIS)

    Measurement of the hand dose during preparation and injection of radiopharmaceuticals is useful in the assessment of the extremity doses received by nuclear medicine personnel. Hand radiation doses to the occupational workers that handling 99mTc-labeled compounds, 131I for diagnostic in nuclear medicine were measured by thermoluminescence dosimetry. A convenient method is to use a TLD ring dosimeter for measuring doses of the diagnostic units of different nuclear medicine facilities . Their doses were reported in millisieverts that accumulated in 4 weeks. The radiation doses to the hands of nuclear medicine staff at the hospitals under study were measured. The maximum expected annual dose to the extremities appeared to be less than the annual limit (500 mSv/y) because all of these workers are on rotation and do not constantly handle radioactivity throughout the year

  11. Survey of how staff commute to work

    CERN Multimedia

    2014-01-01

    A survey was initiated by the Canton of Geneva (Direction Générale des Transports) and the Swiss Permanent Mission to the United Nations, and is aimed at better understanding how staff in International Organisations commute to/from work so as to better plan future works (road access, public transport, etc.). The ILO, WHO, UNAIDs, Global Fund, IFRC, CERN and UNOG are taking part in this important survey.   People living in Switzerland or France are invited to respond to this survey. The purpose of this survey is to better understand: - your commuting habits, - your willingness to explore alternative commuting options, - your expectations and needs. All data provided to this external company (www.mobilidee.ch) will be kept confidential and will only be used for this particular study. CERN has received all guarantees of confidentiality from this company. Many thanks for your collaboration! GS Department

  12. Patient and staff dose during hysterosalpinography

    International Nuclear Information System (INIS)

    Hysterosalpingography (HSG) is a useful and widely employed technique which uses X-ray fluoroscopy to investigate the female genital tract. Fluoroscopy is assessed by a gynaecologist, a physician who is not always trained to work with ionising radiation. Dose-area product measurements in a group of 34 patients allowed an estimation of the median effective dose (0,83 mSv) and the median dose to the ovaries (1,63 mGy) of the patient per procedure. The dose to the staff was estimated using thermoluminescent dosimetry. The following median entrance surface doses were estimated per procedure: 0,22 mGy to the lens of the eye, 0,15 mGy to the neck at thyroid level and 0,19 mGy to the back of the hand. The annual eye dose limit could be exceeded if the gynaecologist is a member of the public. (author)

  13. Data Intelligence Training for Library Staff

    Directory of Open Access Journals (Sweden)

    Madeleine de Smaele

    2013-06-01

    Full Text Available The Data Intelligence 4 Librarians course was developed by 3TU.Datacentrum at the end of 2011 to provide online resources and training for digital preservation practitioners, specifically for library staff. The course objectives are to transfer and exchange knowledge about data management, and to provide participants with the skills required to advise researchers or research groups on efficient and effective ways of adding value to their data. The paper describes the process of creating the course, the methodology and the results of the first pilot, which took place from February to June 2012. It also demonstrates the choices made during the design process and discusses the implications of the evaluation of the pilot course for further development: in particular, how the course might be expanded to more disciplines and other data repositories.

  14. G. N. Rassam Joins AGU Staff

    Science.gov (United States)

    Ghassan N. Rassam joined the AGU staff today, assuming the dual roles of Division Director for Public Information and Marketing and of Special Assistant for Nonprint Publications. He comes to AGU from the American Geological Institute, where he has been chief editor and assistant director of the GeoRef Information System.As Director of Public Information and Marketing, Rassam will head one of AGU's five divisions. He will have under his purview the Public Information Department and the Promotion and Sales Department. The Public Information Department produces Eos and also has the responsibility for press relations, including the preparation of news releases and the operation of press rooms at meetings. These activities are critical to the implementation of AGU's public education and public affairs initiatives, as well as to the central role of AGU in promoting the unity of geophysics.

  15. A business focus for technical support staff

    International Nuclear Information System (INIS)

    It has become the norm for nuclear power plants to be operated with a focus on achieving performance goals for safety and reliability of production. However, the business goal has to include the control of costs to ensure success in a competitive power market. While business managers accept that the three elements of production, safety and cost control are compatible, technical staff are often skeptical. The purpose of this paper is to examine the skepticisms and to give the technical basis for nuclear professionals' support in controlling the costs of production and safety. The management of financial risk and safety risk is related to selected performance areas to emphasize the importance of a professional approach to technical support work. (author)

  16. An analysis of obituaries in staff magazines.

    Science.gov (United States)

    Heynderickx, Priscilla C; Dieltjens, Sylvain M

    2016-01-01

    In the literature, extensive attention is given to the content, structure, and style of obituaries in newspapers. Analyses of the demise of colleagues in internal business communications are however nonexistent. This article discusses a bottom-up analysis of 150 obituaries published in Flemish staff magazines--obituaries that mostly focus on the deceased's career and professional qualities. Following analysis, the data were divided in obituaries that are continuous texts and obituaries with a letter format. The differences between the two types lie at different levels: format, content, structure, and language use. Obituaries with a letter format are characterized and determined by three paradoxes: the sender-receiver paradox, life-death paradox, and happiness-sadness paradox. PMID:26073609

  17. 7 CFR 3405.14 - Proposal review.

    Science.gov (United States)

    2010-01-01

    ... Evaluation § 3405.14 Proposal review. The proposal evaluation process includes both internal staff review and merit evaluation by peer review panels comprised of scientists, educators, business representatives, and Government officials. Peer review panels will be selected and structured to provide optimum expertise...

  18. NRC staff site characterization analysis of the Department of Energy's Site Characterization Plan, Yucca Mountain Site, Nevada

    International Nuclear Information System (INIS)

    This Site Characterization Analysis (SCA) documents the NRC staff's concerns resulting from its review of the US Department of Energy's (DOE's) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation's first geologic repository for high-level radioactive waste. DOE's SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC's specific objections related to the SCP, and major comments and recommendations on the various parts of DOE's program, are presented in SCA Section 2, Director's Comments and Recommendations. Section 3 contains summaries of the NRC staff's concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE's program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC's responsibilities with respect to DOE's SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs

  19. Radiation Protection of Patients and Staff in Interventional Procedures

    International Nuclear Information System (INIS)

    While radiation risks in most diagnostic radiological procedures (primarily risk of cancer) are uncertain and speculative, the radiation effects in interventional procedures have been documented both in patients and in staff. Every action to protect patients will result in a proportionate effect on staff protection, but the reverse is not true. When protection methods and tools are employed, the safety of patients and staff can be achieved. (author)

  20. Early Contributions of “Staff Papers” to International Economics

    OpenAIRE

    Mario I. Blejer; Mohsin S. Khan; Masson, Paul R.

    1995-01-01

    Staff Papers has, since its inception in 1950, been an important vehicle for the dissemination of research done by staff of the IMF. The paper discusses three areas in which articles published in Staff Papers up until the 1970s made major contributions to the literature in international economics. The areas covered are: first, the absorption approach and the monetary theory of the balance of payments; second, the Mundell-Fleming model; and third, foreign trade modeling. The nature of the cont...

  1. Perinatal staff perceptions of safety and quality in their service

    OpenAIRE

    Sinni, Suzanne V; Wallace, Euan M; Cross, Wendy M

    2014-01-01

    Background Ensuring safe and appropriate service delivery is central to a high quality maternity service. With this in mind, over recent years much attention has been given to the development of evidence-based clinical guidelines, staff education and risk reporting systems. Less attention has been given to assessing staff perceptions of a service’s safety and quality and what factors may influence that. In this study we set out to assess staff perceptions of safety and quality of a maternity ...

  2. The relationship between managerial leadership behaviors and staff nurse retention.

    Science.gov (United States)

    Kleinman, Carol

    2004-01-01

    The purposes of this study were to describe perceptions of managerial leadership behaviors associated with staff nurse turnover and to compare nurse manager leadership behaviors as perceived by managers and their staff nurses. Effective leadership styles among nurse managers have been associated with staff nurse job satisfaction and retention. Although both transformational and transactional leadership styles have been described as effective, it is unclear which nurse manager leadership behaviors contribute most to staff nurse retention. This descriptive, correlational study was conducted at a 465-bed community hospital in the northeastern United States. All staff nurses and nurse managers employed in both ambulatory and acute care nursing units were invited to participate in the study. The study sample comprised 79 staff nurses and 10 nurse managers, who completed demographic forms and the 45-item Multifactor Leadership Questionnaire, which measures 12 dimensions of leadership style. Data were collected from July through September 2003. Active management by exception as perceived by staff nurses was the only managerial leadership style associated with staff nurse turnover (r = .26, p = .03). Compared with the perceptions among their staff nurses, nurse managers consistently perceived that they demonstrated a higher mean frequency of transformational leadership behaviors. The transactional leadership style of active management by exception not only appeared to be a deterrent to staff nurse retention but also reflected leadership perceptions among staff nurses who work evening and night shifts. This study also provides further evidence regarding a trend in which nurse managers and staff nurses do not concur on the frequency of transformational leadership behaviors but do demonstrate agreement on the frequency of transactional leadership behaviors. PMID:15898399

  3. Didactic Competencies among Teaching Staff of Universities in Kenya

    OpenAIRE

    Florah Katanu Karimi

    2014-01-01

    The aim of this study was to establish the levels and types of didactic competencies that exist among teaching staff in universities in Kenya, giving recognition to curriculum development, pedagogical attributes and quality assurance competencies. The study was carried out in two phases among two samples of the teaching staff population. The first sample consisted of 229 randomly sampled teaching staff from three public chartered universities in Kenya while the second sample consisted of 46 t...

  4. TEACHING STAFF' ATTITUDE TOWARD ICT: IS GENDER A FACTOR?

    OpenAIRE

    ELSAADANI, Mohamed

    2012-01-01

    Current research seeks to understand weather gender is a factor that should be considered when considering teaching staff' attitude toward Information and Communication Technology (ICT). Survey methodology is facilitated through the use of the questionnaires. The survey domain is a random sampling of teaching staff in Egyptian higher education institutions (HEI). The population for this study was 500 full-time Faculty staff, only 412 returned and complete questionnaires are considered as the ...

  5. Experiences of nursing staff on psychiatric care of depressed patients

    OpenAIRE

    Suutarinen, Kreetta-Maija

    2012-01-01

    The thesis researched the views and experiences of nursing staff of psychiatric special care ward on psychiatric care of depressed patients. Because caring is patient/client oriented profession, it is essential to include patients and nursing staff in the development work. This assumption was basis for the thesis. The thesis aimed to add knowledge on the views of the nursing staff and to show how this knowledge can be used in development of psychiatric care. The thesis also pursue...

  6. Breastfeeding Attitudes of WIC Staff: A Descriptive Study

    OpenAIRE

    Reifsnider, Elizabeth; Gill, Sara; Villarreal, Patty; Tinkle, Mindy B.

    2003-01-01

    A sample of staff members from the Special Supplemental Nutrition Program for Women, Infants and Children (WIC program) were interviewed about breastfeeding and their perceptions of WIC recipients' views on breastfeeding. WIC staff members universally supported breastfeeding and expressed desires for more linkages between WIC agencies and perinatal education specialists in childbirth education classes, as well as with mothers during their postpartum hospital stay. The WIC staff members in thi...

  7. Staff development planning in an academic health sciences library*

    OpenAIRE

    Hartman, Linda M.; Abromitis, Rebecca A.; Kuller, Alice B.; Epstein, Barbara A.

    2005-01-01

    Objective: A staff development committee (SDC) was convened to implement staff development opportunities for an academic health sciences library system comprised of three separate facilities. The charge for the SDC was to: (1) develop programs to enhance workplace skills and personal growth, (2) communicate the availability of existing programs at the university and medical center, and (3) encourage the staff to participate in these opportunities.

  8. Staff planning for operating rooms with different surgical services lines.

    Science.gov (United States)

    Villarreal, Monica C; Keskinocak, Pinar

    2016-06-01

    We present a two-phase model for a staff planning problem in a surgical department. We consider the setting where staff, in particular nurse circulators and surgical scrub technicians, are assigned to one of different service lines, and while they can be 'pooled' and temporally assigned to other service line if needed, these re-assignments should belimited. In Phase I, we decide on the number of staff hours to budget for each service line, considering policies limiting staff pooling and overtime, and different demand scenarios. In Phase II, we determine how these budgeted staff hours should be allocated across potential work days and shifts, given estimated staff requirements and shift-related scheduling restrictions. We propose a heuristic to speed the model's Phase II solution time. We implement the model using a hospital's surgical data and compare the model's results with the hospital's current practices. Using a simulation model for the surgical operations, we find that our two-phase model reduces the delays caused by staff unavailability as well as staff pooling, without increasing the workforce size. Finally, we briefly describe a decision-support tool we developed with the objective of fine-tuning staff planning decisions. PMID:25366968

  9. Job Dissatisfaction and Its Related Factors among Laboratory Staff

    Directory of Open Access Journals (Sweden)

    Nehzat FADAEI

    2015-10-01

    Full Text Available Background: The purpose of this study was to determine the prevalence of job dissatisfaction, and to ascertain the association between job strain and job dissatisfaction and socio-demographic and occupational factors among laboratory staff of Universiti Putra Malaysia (UPM.Methods: This cross-sectional study was conducted among 450 research laboratory staff in 10 faculties and 8 institutes of Universiti Putra Malaysia. Probability appropriate to size sampling and simple random sampling method were used and data were collected via Job content Questionnaire (JCQ from September 2012 to February 2013. SPSS (version 20.0 software was used for data analysis.Results: A total of 285 laboratory staff with at least one year job tenure participated in this study (Response rate: 91.3%. The finding revealed that 47% of laboratory staff reported job dissatisfaction. The results of this survey showed laboratory staffs with age 35, and less were two-fold more likely to report job dissatisfaction than the older staff (adjusted OR= 2.108, 95% CI: 1.241- 3.582. Laboratory staffs with higher toxic exposures 2 times more likely to report job dissatisfaction (adjusted OR= 1.887, 95% CI: 1.062-3.353.Conclusion: There is a need to have training plans to increase the knowledge on toxic exposures among younger laboratory staff, which may be helpful to reduce job dissatisfaction among them. Keywords:  Job dissatisfaction, Laboratory staff, JCQ, UPM

  10. Integrating New Technical Staff: Implications for Acquiring New Technology

    OpenAIRE

    Lee, Denis M. S.; Allen, Thomas J. (Thomas John), 1931-

    1982-01-01

    Hiring new staff in R&D provides an important opportunity for a firm to acquire new technological knowledge. It also takes a considerable length of time before new R&D staff become fully integrated into the organization. This study compares the communication patterns of new and veteran R&D staff as a function of their work activities. The results suggest that both the benefits and problems in the hiring and integration of new R&D staff is moderated by the type of research, development or tech...

  11. Staff Scheduling within the Retail Business in Denmark

    DEFF Research Database (Denmark)

    Leedgaard, Jesper; Mortensen, Kim H.; Larsen, Allan;

    2002-01-01

    Staff Scheduling within the retail business deals with the assignment of employees such as shop assistants to work tasks so that the right number of employees are available at any given times and the total staff costs are minimized. In this paper the retail staff scheduling problem is formulated as...... a Mixed Integer Problem. The retail staff scheduling problem is solved using the metaheuristic {\\$\\backslash\\$it Simulated Annealing}. The heuristic is implemented by modifying the original MIP model. Some of the constraints defined in the MIP are relaxed, entered into the objective function and...

  12. 2011 Annual Report of Chapter VI of the Staff Rules and Regulations (Settlement of disputes and discipline) - HR Department

    CERN Document Server

    Schepens, A; CERN. Geneva. HR Department

    2012-01-01

    The 2011 Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations (SRR) serves to report cases of submission of requests for review, internal appeals, appeals to the ILOAT, and cases in which disciplinary action was taken.

  13. 2014 Annual Report of Chapter VI of the Staff Rules and Regulations (Settlement of disputes and discipline) - HR Department

    CERN Document Server

    Barbin, Lucie; CERN. Geneva. HR Department

    2015-01-01

    The 2014 Annual Report under Chapter VI ("Settlement of Disputes and Discipline") of the Staff Rules and Regulations (SRR) serves to report cases of submission of requests for review, internal appeals, complaints with the ILOAT, and cases in which disciplinary action was taken.

  14. 2012 Annual Report of Chapter VI of the Staff Rules and Regulations (Settlement of disputes and discipline) - HR Department

    CERN Document Server

    Schepens, A; CERN. Geneva. HR Department

    1013-01-01

    The 2012 Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations (SRR) serves to report cases of submission of requests for review, internal appeals, appeals to the ILOAT, and cases in which disciplinary action was taken.

  15. Main Lines of Teaching Staff Policy in the Strategic Plan of the "Universite catholique de Louvain"--Belgium.

    Science.gov (United States)

    Hecquet, Ignace

    1993-01-01

    Characteristics of current faculty at Belgium's Catholic University of Louvain are outlined and faculty policy in the 1991-95 strategic plan is reviewed. Policies include early identification of shortages, keeping permanent scientific personnel on staff, replenishing the pool of future faculty, a new system for promotion, and development of…

  16. A Specialist Union and a Specialist Tribunal: The Victorian Colleges Staff Association and the Post-Secondary Education Remuneration Tribunal.

    Science.gov (United States)

    Rodan, Paul

    1991-01-01

    The relationship between the Australian province of Victoria's nonacademic college staff union and the more specialized postsecondary education remuneration committee is examined and the history of both organizations reviewed. The current and potential influences of the two groups in Victorian higher education are discussed. (MSE)

  17. 77 FR 48168 - Folding Gift Boxes From China; Postponement of Release of Staff Report and Date for Final Comments

    Science.gov (United States)

    2012-08-13

    ... July 6, 2012, the Commission established a schedule for this expedited review (77 FR 42762, July 20, 2012). On July 31, 2012 (77 FR 45337), the Department of Commerce published a notice extending its time... COMMISSION Folding Gift Boxes From China; Postponement of Release of Staff Report and Date for Final...

  18. 75 FR 42087 - Science Advisory Board Staff Office; Request for Nominations of Experts for the SAB Hydraulic...

    Science.gov (United States)

    2010-07-20

    ..., 2010 (75 FR 13125)]. On June 24, 2010 the SAB provided the EPA Administrator with an advisory report... AGENCY Science Advisory Board Staff Office; Request for Nominations of Experts for the SAB Hydraulic... an SAB Ad Hoc Panel to review EPA's draft Hydraulic Fracturing Study Plan to investigate...

  19. 77 FR 20826 - Guidance for Industry and Food and Drug Administration Staff; Food and Drug Administration and...

    Science.gov (United States)

    2012-04-06

    ...The Food and Drug Administration (FDA) is announcing the availability of the guidance entitled ``Guidance for Industry and Food and Drug Administration Staff; FDA and Industry Procedures for Section 513(g) Requests for Information under the Federal Food, Drug, and Cosmetic Act.'' This guidance document establishes the procedures for the submission, FDA review, and FDA response to requests for......

  20. Step 7: Educates Staff in Nondrug Methods of Pain Relief and Does Not Promote Use of Analgesic, Anesthetic Drugs

    Science.gov (United States)

    Leslie, Mayri Sagady; Romano, Amy; Woolley, Deborah

    2007-01-01

    Step 7 of the Ten Steps of Mother-Friendly Care insures that staff are knowledgeable about nondrug methods of pain relief and that analgesic or anesthetic drugs are not promoted unless required to correct a complication. The rationales for compliance and systematic reviews are presented on massage, hypnosis, hydrotherapy, and the use of opioids, regional analgesia, and anesthesia. PMID:18523667

  1. Innovative public library services - staff-less or staff-intensive?

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    Purpose – Several recent library innovations seem to make professional and clerical staff superfluous such as automated loan and delivery equipment, staff-less libraries open in 80 hours a week, and virtual services, enabling users to search the library catalogue and make reservations of library ...... contains a first-hand report on the results of a recent (2011-2012) unique, full-scale, Danish public library development project, investigating the experiences with pro-active and guest-customer relationships within a public library setting........ Design/methodology/approach – The paper is based on the author's evaluations of two recent Danish library development projects. Both evaluations are based on empirical data and apply quantitative (questionnaires) as well as qualitative (interviews, observations) methods. Findings – The findings reveal...

  2. Factors associated with constructive staff-family relationships in the care of older adults in the institutional setting.

    Science.gov (United States)

    Haesler, Emily; Bauer, Michael; Nay, Rhonda

    2006-12-01

    Background  Modern healthcare philosophy espouses the virtues of holistic care and acknowledges that family involvement is appropriate and something to be encouraged due to the role it plays in physical and emotional healing. In the aged care sector, the involvement of families is a strong guarantee of a resident's well-being. The important role family plays in the support and care of the older adult in the residential aged care environment has been enshrined in the Australian Commonwealth Charter of Residents' Rights and Responsibilities and the Aged Care Standards of Practice. Despite wide acknowledgement of the importance of family involvement in the healthcare of the older adult, many barriers to the implementation of participatory family care have been identified in past research. For older adults in the healthcare environment to benefit from the involvement of their family members, healthcare professionals need an understanding of the issues surrounding family presence in the healthcare environment and the strategies to best support it. Objectives  The objectives of the systematic review were to present the best available evidence on the strategies, practices and organisational characteristics that promote constructive staff-family relationships in the care of older adults in the healthcare setting. Specifically this review sought to investigate how staff and family members perceive their relationships with each other; staff characteristics that promote constructive relationships with the family; and interventions that support staff-family relationships. Search strategy  A literature search was performed using the following databases for the years 1990-2005: Ageline, APAIS Health, Australian Family and Society Abstracts (FAMILY), CINAHL, Cochrane Library, Dare, Dissertation Abstracts, Embase, MEDLINE, PsycINFO and Social Science Index. Personal communication from expert panel members was also used to identify studies for inclusion. A second search stage

  3. Evaluation of the Service Review Model with Performance Scorecards

    Science.gov (United States)

    Szabo, Thomas G.; Williams, W. Larry; Rafacz, Sharlet D.; Newsome, William; Lydon, Christina A.

    2012-01-01

    The current study combined a management technique termed "Service Review" with performance scorecards to enhance staff and consumer behavior in a human service setting consisting of 11 supervisors and 56 front-line staff working with 9 adult consumers with challenging behaviors. Results of our intervention showed that service review and scorecards…

  4. Staff retention and recruitment: "one great department".

    Science.gov (United States)

    Casady, Wanda M; Dowd, Terry A

    2002-01-01

    The projected demand for healthcare workers during the next ten years has been the impetus for many organizations to develop more creative strategies to ensure adequate staffing levels in the future. In order to keep pace with service demands, the diagnostic imaging department at Valley Lutheran Medical Center (VLMC) in Mesa, Ariz., has been growing as well. Since November of 1999, the number of core FTEs increased from 54.5 to 96. As a result, efforts to retain the current employees became just as critical as efforts to recruit staff for the new positions that were created to support the expanded services. In February 2001, an AHRA seminar was held in Phoenix, which included a day-long session called "Workforce 2001: Recruitment, Selection, Retention of Quality Employees." The presenter, Clint Maun, C.S.P., emphasized the need to provide "passionate orientation" for new employees, encouraged team-based selection of new employees, and reminded the audience that new employees decide within the first three days whether or not they will stay with an organization, regardless of how long it actually takes to leave. Maun also described to the group a model for creating team effort called "One Great Unit" (OGU), which uses a "12-Week Plan" for engaging staff. For the diagnostic imaging department at VLMC, this concept was remodeled so that, instead of focusing on one modality (unit) in the department, the focus was on the whole department. The first step to creating "One Great Department" was to establish an Oversight Committee that would help define the focus of the 12-Week Teams. Five, front-line employees were recruited who represented a cross-section of the imaging department. To assist in the implementation, the director of learning and innovation at VLMC agreed to facilitate the first two meetings. The first 12-Week Team was called together in May 2001. The operational objective addressed was "improving communication inter- and intra-departmentally." Each member

  5. Staff Association declaration at TREF meeting on 5th October 2010

    CERN Multimedia

    Staff Association

    2010-01-01

    After discussion of the Management’s proposals in the framework of the internal concertation procedure (SCC), the Staff Association supports the CHIS component but is in disagreement with certain points relating to the Salary component. Therefore, we asked for arbitration by the Director General. First, the staff is extremely disappointed by these proposals, in particular in view of the size of the gap observed with respect to the percentages given by the salary comparisons carried out in the framework of the five-yearly review. Moreover, the LHC is currently working extremely well and the results obtained go far beyond what could have been reasonably expected. However, due to the necessary increase in the contribution rates for health insurance and pensions, the majority of staff will suffer a cut in their net salary of up to 2% at the beginning of 2011. Of course, you may reply that pensions are being brought into the discussions, whereas they do not formally belong to the five-yearly review ...

  6. Salary adjustments and changes to the Staff Rules & Regulations

    CERN Multimedia

    HR Department

    2007-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2006, salaries are adjusted with effect from 1 January 2007. Council has also approved the conclusions of the 2005 Five-Yearly Review and a new (11th) of the Staff Rules and Regulations edition comes into force on 1 January 2007. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively in the 11th edition, R A 1 and R A 2 in the 10th edition): increased by 1.6% with effect from 1 January 2007. Elements increased by 1.4%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 3 in the 11th edition), with effect from 1 January 2007; b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01 in the 11th edition, R A 8.01 in the 10th edition) for the academic year 2006/2007 i.e. with effect from 1 September 2006. Related adjustments will be implemented, wherever applicable, to Paid Associates and Stud...

  7. The Clinical Supervision Cycle: A Component of Staff Development Programs.

    Science.gov (United States)

    Cramer, Susan R.; Koskela, Ruth A.

    Findings are reported from a statewide survey of middle and junior high schools in Wisconsin. The study had two major purposes: (1) to determine the extent to which the clinical supervision cycle was a component of staff development programs; and (2) to identify characteristics of existing clinical supervision practices within staff development…

  8. 45 CFR 701.13 - Staff organization and functions.

    Science.gov (United States)

    2010-10-01

    ... Employment Opportunity Program; and conducts agency liaison with the Executive Office of the President, the... 45 Public Welfare 3 2010-10-01 2010-10-01 false Staff organization and functions. 701.13 Section... ORGANIZATION AND FUNCTIONS OF THE COMMISSION Organization Statement § 701.13 Staff organization and...

  9. Attitudes of Spanish University Teaching Staff to Quality in Education

    Science.gov (United States)

    Barandiaran-Galdos, Marta; Barrenetxea-Ayesta, Miren; Cardona-Rodriguez, Antonio; Mijangos-Del-Campo, Juan Jose; Olaskoaga-Larrauri, Jon

    2012-01-01

    This article sets out to investigate the notions Spanish university teaching staff have of quality in education, on the assumption that those notions give a reliable picture of the attitudes of teaching staff towards education policy design and university management. The paper takes an empirical approach, collecting opinions telematically via a…

  10. Quality Assurance of Assessment and Moderation Discourses Involving Sessional Staff

    Science.gov (United States)

    Grainger, Peter; Adie, Lenore; Weir, Katie

    2016-01-01

    Quality assurance is a major agenda in tertiary education. The casualisation of academic work, especially in teaching, is also a quality assurance issue. Casual or sessional staff members teach and assess more than 50% of all university courses in Australia, and yet the research in relation to the role sessional staff play in quality assurance of…

  11. 20 CFR 1001.141 - Functions of DVOP staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Functions of DVOP staff. 1001.141 Section 1001.141 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING... Veterans Outreach Program (DVOP) § 1001.141 Functions of DVOP staff. Each DVOP specialist shall carry...

  12. 20 CFR 1001.142 - Stationing of DVOP staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Stationing of DVOP staff. 1001.142 Section 1001.142 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING... Veterans Outreach Program (DVOP) § 1001.142 Stationing of DVOP staff. DVOP specialists shall be...

  13. Teaching the Lecturers: Academic Staff Learning about Online Teaching

    Science.gov (United States)

    Northcote, Maria; Reynaud, Daniel; Beamish, Peter

    2012-01-01

    Developing online teaching skills can occur through involvement in learn-by-doing strategies, which incorporates informal, organic or need-driven strategies. Such processes are sometimes labeled as "bottom-up" staff development processes. In other contexts, teaching staff are formally directed to develop online teaching skills through a series of…

  14. PLANNING METHODOLOGY SALES STAFF IN RETAIL TRADE ORGANIZATIONS

    Directory of Open Access Journals (Sweden)

    Gayduk V. I.

    2014-09-01

    Full Text Available The article describes a method of optimizing the number of members of the sales staff in retail organizations, which enables a quantitative and qualitative analysis of the manpower of the enterprise, evaluate the effectiveness of the use of the sales staff and offer based on it the optimal number of employees in each structural unit

  15. 25 CFR 36.86 - Are there staff training requirements?

    Science.gov (United States)

    2010-04-01

    ...) Suicide Prevention. (c) Homeliving staff as well as all employees that supervise students participating in... as all employees that supervise students participating in homeliving services and activities must... licensing requirements. (b) All homeliving program staff as well as all employees who supervise...

  16. Some Thoughts on Role-Blurring and Staff Development.

    Science.gov (United States)

    Kalnin, Mary T.

    1997-01-01

    Discusses library personnel role-blurring driven by budget cuts, technology, and promotion requirements for professional staff. Notes that hard feelings must be overcome, the need for compensation must be acknowledged, and job descriptions rewritten. Concludes with a discussion on the importance of staff development. (AEF)

  17. Personal Sustainability: Listening to Extension Staff and Observing Organizational Culture

    Science.gov (United States)

    Forstadt, Leslie; Fortune, Aileen

    2016-01-01

    Extension staff are increasingly challenged to do excellent work and balance their lives. University of Maine Cooperative Extension committed to a 2-year participatory action research project to support staff and to an organizational climate that encourages personal sustainability. With tools from ethnography and appreciative inquiry, staff…

  18. Experiences of Australian School Staff in Addressing Student Cannabis Use

    Science.gov (United States)

    Gates, Peter J.; Norberg, Melissa M.; Dillon, Paul; Manocha, Ramesh

    2013-01-01

    Cannabis is the most frequently used illicit drug by Australian secondary school students yet there is scant research investigating school staff responses to student cannabis use. As such, this study surveyed 1,692 school staff who attended "Generation Next" seminars throughout Australia. The self-complete survey identified that the…

  19. 18 CFR 701.76 - The Water Resources Council Staff.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false The Water Resources Council Staff. 701.76 Section 701.76 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION Headquarters Organization § 701.76 The Water Resources Council Staff. The...

  20. Faculty and Staff: The Weather Radar of Campus Climate.

    Science.gov (United States)

    Somers, Patricia; Cofer, James; Austin, Jan L.; Inman, Dean; Martin, Tim; Rook, Steve; Stokes, Tim; Wilkinson, Leah

    1998-01-01

    The campus climate for faculty and staff is one of change and uncertainty. College faculty are varied and bring to their work diverse perspectives. They are challenged to redefine their work, assimilate interdisciplinary and active learning techniques into their repertoires, and deal with a new population of students. Nonteaching staff may find…

  1. Staff and Student Perceptions of Plagiarism and Cheating

    Science.gov (United States)

    Wilkinson, Jenny

    2009-01-01

    Cheating, plagiarism, and other forms of academic misconduct are a significant issue in higher education. In this study, the attitudes of academic staff and students in a 3 year undergraduate nursing program to various forms of academic misconduct were assessed and compared. Forty-nine percent of staff and 39% of students thought that cheating on…

  2. 13 CFR 120.824 - Professional management and staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Professional management and staff... management and staff. A CDC must have full-time professional management, including an Executive Director (or... loans, service, and, if authorized by SBA, liquidate the loan portfolio, and sustain a sufficient...

  3. Didactic Competencies among Teaching Staff of Universities in Kenya

    Science.gov (United States)

    Karimi, Florah Katanu

    2014-01-01

    The aim of this study was to establish the levels and types of didactic competencies that exist among teaching staff in universities in Kenya, giving recognition to curriculum development, pedagogical attributes and quality assurance competencies. The study was carried out in two phases among two samples of the teaching staff population. The first…

  4. Identification of Domains for Malaysian University Staff Happiness Index Development

    Science.gov (United States)

    Yassin, Sulaiman Md.

    2014-01-01

    Without any doubt happiness among staff in any organization is pertinent to ensure continued growth and development. However, not many studies were carried out to determine the domains that will be able to measure the level of happiness among staff in universities. Thus, the aim of this study is to elicit the domains that explain the overall…

  5. PLANNING METHODOLOGY SALES STAFF IN RETAIL TRADE ORGANIZATIONS

    OpenAIRE

    Gayduk V. I.; Takaho E. E.

    2014-01-01

    The article describes a method of optimizing the number of members of the sales staff in retail organizations, which enables a quantitative and qualitative analysis of the manpower of the enterprise, evaluate the effectiveness of the use of the sales staff and offer based on it the optimal number of employees in each structural unit

  6. Workplace Information Literacy for Administrative Staff in Higher Education

    Science.gov (United States)

    Hepworth, Mark; Smith, Marian

    2008-01-01

    A joint project carried out by Leeds University and Loughborough University, funded by JISC, studied the information literacy of non academic staff in higher education. The in-depth, qualitative study deployed an information audit, interviews and focus groups with eleven staff in the Finance and Research Departments at Loughborough University. The…

  7. A Measure of Staff Burnout among Health Professionals.

    Science.gov (United States)

    Jones, John W.

    Staff burnout among health professionals refers to a syndrome of physical and emotional exhaustion involving the development of negative job attitudes, a poor professional self-concept, and a loss of empathic concern for clients. The Staff Burnout Scale for Health Professionals (SBS-HP) is a 20-item inventory assessing cognitive, affective,…

  8. Retention of Staff in the Early Childhood Education Workforce

    Science.gov (United States)

    Holochwost, Steven J.; DeMott, Kerri; Buell, Martha; Yannetta, Kelly; Amsden, Deborah

    2009-01-01

    What incentives can the administrators of early childhood education facilities offer their staff in order to retain them? In light of research identifying low staff turnover as a key component of high quality early childhood education, the answer to this question has ramifications beyond human-resources management. This paper presents the results…

  9. Ombuds' Corner: Users and Staff Members

    CERN Multimedia

    Vincent Vuillemin

    2010-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity. 
     Pam* and Jeff* are both physicists working on the same project for an experiment. Pam is from a collaborating institute and Jeff is a CERN staff member. As the project is being developed at CERN they both share the same technical support available in the Laboratory. At the beginning they organised themselves so they could get the support that both of them needed. When some milestones concerning the delivery of parts became urgent, they started to actually compete for the same resources, which could not possibly satisfy all requests at the same time. With the time pressure increasing, Jeff started to accuse Pam of diverting the resources for her own share of the proj...

  10. HOSPITAL INFECTION: VISION OF PROFESSIONAL NURSING STAFF

    Directory of Open Access Journals (Sweden)

    Tarciane da Silva Monteiro

    2015-08-01

    Full Text Available Background and Objective: The hospital-acquired infection (HAI is defined as a serious public health problem, resulting in increased morbidity and mortality. The role of nursing staff on this issue is essential in ensuring solving and quality care, minimizing damages that may arise as a result of the care offered to patients. From this discussion, this study aimed to understand the vision of the nursing team professionals about HAI. Method: This is a qualitative, descriptive study. The data collection was performed using a semi-structured interview. We used the Bardin Content Analysis. Results: The categories that emerged were: Definition of HAI; Implemented prevention measures; Difficulties in controlling the HAI, and coping strategies. The study found a clear understanding of what is a HAI for nurses, however, for practical nurses that understanding appeared wrongly. Hand washing and the use of PPE were the main measures mentioned in prevention. The low uptake of the above measures and the problems of working in teams were listed challenges. Conclusion: Therefore, lifelong learning is an important instrument to promote changes in practice. It is essential that HIC act with professionals raising their awareness about the importance of play in the prevention and control of potential complications, ensuring the safety and quality of care directed to the patient. KEYWORDS: Cross Infection. Nursing. Qualitative research.

  11. BASIC ACTIVITIES OF THE HUMAN RESOURCE MANAGEMENT IN ENSURING STAFF FOR S.C. ROMLUX S.A.

    Directory of Open Access Journals (Sweden)

    SECARĂ CARMEN-GABRIELA

    2014-08-01

    Full Text Available Within the analysis conducted, the main activities in the field of human resource management has been assessed, such as: human resource planning; recruitment and selection of staff; assessment of individual professional performances; initial and continuing training; evaluation of human resources management costs; motivation. However, there have also been reviewed with a lower degree of detailing, other issues of interest, such as: human resources assessment; promotion of staff. Following the integration of conclusions of analysis conducted for the business areas listed, it resulted the picture of the most important elements with generalizing value.

  12. The contribution of nuclear training staff to human factors work in the CEGB and Nuclear Electric PLC

    International Nuclear Information System (INIS)

    The staff and simulators of utility's nuclear training function are being utilized in support of a wide range of human factor related activities. In addition to work on man machines interface review, operating procedures, operator support system and VDU format design and validation for the Magnox and AGR series of nuclear power plants, support is also being provided to the PWR Project Team through staff who have undergone extensive and comprehensive overseas PWR training programs. This paper discusses how recent initiatives in connection with a survey on operator stress and the possible use of psychometric testing in support of the selection of reactor desk engineers are also being supported

  13. Improving Scientific Communication and Publication Output in a Multidisciplinary Laboratory: Changing Culture Through Staff Development Workshops

    Energy Technology Data Exchange (ETDEWEB)

    Noonan, Christine F.; Stratton, Kelly G.

    2015-07-13

    Communication plays a fundamental role in science and engineering disciplines. However, many higher education programs provide little, if any, technical communication coursework. Without strong communication skills scientists and engineers have less opportunity to publish, obtain competitive research funds, or grow their careers. This article describes the role of scientific communication training as an innovative staff development program in a learning-intensive workplace – a national scientific research and development laboratory. The findings show that involvement in the workshop has increased overall participating staff annual publications by an average of 61 percent compared to their pre-workshop publishing performance as well as confidence level in their ability to write and publish peer-reviewed literature. Secondary benefits include improved information literacy skills and the development of informal communities of practice. This work provides insight into adult education in the workplace.

  14. The Effectiveness of the Additional Vocational Education and Staff Development for Industrial Enterprises

    Directory of Open Access Journals (Sweden)

    Y. S. Kalabina

    2012-01-01

    Full Text Available In the course of the Russian economy modernization, developing the effec- tive system of vocational training and further professional training appears to be the main condition for the dynamic competitive advantage of industrial enterprises. The paper inves- tigates the urgent issue of developing the system of additional vocational training and staff development with the reference to the ever-changing institutional logic controlling the em- ployee – employer relations. The paper presents the review of theoretic approaches to the system of additional vocational training, as well as the economic analysis and estimates of return on investment in different forms of vocational training. The methodological approach to the system efficiency estimation is given along with the factors determining the forma- tion and development of vocational training system. Based on the research findings, the recommendations integrating the staff development policy are given aimed at promoting the effectiveness of the employee – employer relations. 

  15. Whole-body counters in Canada

    International Nuclear Information System (INIS)

    A compilation of whole-body counting existing across Canada was prepared by AECB (Atomic Energy Control Board) staff. This work was initiated so that AECB staff and other concerned parties would have this information readily available, especially during urgent situations. This report is to be used for reference purposes only, as it makes no attempt to judge the present state of the art of whole-body counting

  16. Selecting the right staff for your center.

    Science.gov (United States)

    Williams, R C

    1989-01-01

    Even though ambulatory surgery centers have proven to be an effective health care delivery service, the success of the concept to a great extent is due to the employees who staff them. The method in which management deals with these employees will have a direct impact on the success of the center. Surgery centers have relatively few employees with which to continually prove the facility to be a viable alternative to other surgical services. Because of this, management's decisions, as they relate to personnel administration, frequently have to be more precise than those made in larger institutions. These decisions start with the recruitment process and continue through every phase of personnel management. The spirit in which these decisions are made should be one of causing the employee to grow in their particular position, even at the risk of the employee accepting a better position with another employer. While the employee's performance is critical to the success of the center, proper staffing is essential to ensure that salary expenses do not escalate to the point that revenue is being spent for unproductive manhours. This requires an ongoing monitoring process combined with the flexibility to adjust to sporadic case load demands. As health care becomes more competitive, there will be even greater need to effectively manage the center's human resources. To agement must be creative in its pursuit of setting employees to function in a manner which results in job satisfaction for themselves and exception service to the physician and patient.(ABSTRACT TRUNCATED AT 250 WORDS) PMID:10292258

  17. Descriptions of verbal communication errors between staff. An analysis of 84 root cause analysis-reports from Danish hospitals

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Østergaard, Doris; Jensen, Brian Bjørn; Lilja, Beth; Mogensen, Torben; Andersen, Mette Lehmann

    2011-01-01

    incidents. The objective of this study is to review RCA reports (RCAR) for characteristics of verbal communication errors between hospital staff in an organisational perspective. Method Two independent raters analysed 84 RCARs, conducted in six Danish hospitals between 2004 and 2006, for descriptions and...... characteristics of verbal communication errors such as handover errors and error during teamwork. Results Raters found description of verbal communication errors in 44 reports (52%). These included handover errors (35 (86%)), communication errors between different staff groups (19 (43%)), misunderstandings (13...... units and consults from other specialties, were particularly vulnerable processes. Conclusion With the risk of bias in mind, it is concluded that more than half of the RCARs described erroneous verbal communication between staff members as root causes of or contributing factors of severe patient safety...

  18. Standard review plan on antitrust reviews. Final report

    International Nuclear Information System (INIS)

    This standard review plan describes the procedures used by NRC staff to implement the antitrust review and enforcement provisions in Sections 105 and 186 of the Atomic Energy Act of 1954, as amended (the Act), and replaces NUREG-0970. These procedures are principally derived from the Commission's Rules and Regulations in 10 CFR Sections 2.101, 2.102, Part 2-Appendix A, Section X, 50.33a, 50.80, 50.90, and 52.77. These procedures set forth the steps and criteria the staff uses in antitrust reviews of construction permit applications, operating license applications, combined construction permit/operating license applications, combined construction permit/operating license applications, and applications for approval of the transfer of construction permits, operating licenses, and combined licenses. In addition, the procedures describe how the staff enforces compliance with antitrust conditions appended to licenses

  19. Upcoming change at the head of the Staff Association

    CERN Multimedia

    Staff Association

    2016-01-01

    Alessandro Raimondo, President of the Staff Association, has decided to tender his resignation to the Staff Council effective from 31 August 2016. “You know that the Pension Fund is my passion, and I have chosen to follow my heart,” he declared in a statement sent to the Staff Council on 22 June. In fact, in a session held on 16 June 2016, the CERN Council elected Alessandro Raimondo as the Vice-Chairman of the Pension Fund Governing Board. Following this election, Alessandro was compelled to choose between the Pension Fund and his role as the President of the Staff Association. According to the statutes of the Staff Association, resignation of the President results in the resignation of the Bureau and the Executive Committee. In a meeting held on 5 July 2016, the Staff Council thus decided on the following timetable and modalities for the election of the new Executive Committee: Wednesday 13 July: deadline for submission of lists for election; Tuesday 19 July: meeting of the Staff Counc...

  20. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility: Safety analysis report

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  1. Standard review plan for the review of a license application for a low-level radioactive waste disposal facility: Safety analysis report

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the nuclear power industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  2. Leadership styles in nursing management: implications for staff outcomes

    Directory of Open Access Journals (Sweden)

    James Avoka Asamani

    2016-03-01

    Full Text Available Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5 among the nursing staff. More than half (51.7% of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

  3. Customer care a training manual for library staff

    CERN Document Server

    Gannon-Leary, Pat

    2010-01-01

    Customer Care provides a detailed course suitable for delivery to library staff at all levels. It can be used as a stand-alone reference work for customer care processes and procedures or, alternatively, it can be used by library staff to tailor a customer care course to suit the requirements and training needs of their own staff.Dual use - reference work and/or training manualPotential as a text bookApplicable to a wider context than LIS - could be used for a whole HEI institutional approach to customer care or in local authorities/public services

  4. Levels of Job Satisfaction amongst Malaysian Academic Staff

    Directory of Open Access Journals (Sweden)

    Fauziah Noordin

    2009-04-01

    Full Text Available A study of job satisfaction of academic staff of a public university in Malaysia used the 7-item general satisfaction scale in a survey to determine the level of job satisfaction of the academic staff. The results indicated that overall the academic staff of the university has a moderate level of job satisfaction. In addition, current status, marital status, age and salary appear to have significant impact on the respondents’ level of job satisfaction. Implications on the study’s findings to the management of the university are also discussed.

  5. Staff training program of CANDU projects in Saskatoon

    International Nuclear Information System (INIS)

    This paper describes the training process for a nuclear project on a new site. When AECL opened a project office Saskatoon, senior management recognized the need for large scale staff training and made the necessary commitments. Two types of training programs were initiated, general and technical. The general training plan included topics related to nuclear project life cycle. Technical training was discipline and task specific. Based on the job descriptions and staff qualifications, technical training requirements were documented for the entire staff. The training strategy was developed and implemented. Detailed records were maintained to monitor the progress, draw conclusions, and plan training for future nuclear facilities. (author)

  6. Successfully Coaching Nursing Staff to Publish Outcomes.

    Science.gov (United States)

    Kooker, Barbara Molina; Latimer, Renee; Mark, Debra D

    2015-12-01

    There is a need for bedside nurses to disseminate the results of evidence-based practice quality initiatives to a wider audience through publications in peer-reviewed journals. Barriers to publication are common and include lack of time, skills, experience, confidence, and tangible support. This article describes the structured approach, timeline, writing activities, and coaching guidance used to support the publication of 12 quality improvement articles in 1 nursing journal. PMID:26565642

  7. NRC review of Electric Power Research Institute's Advanced Light Reactor Utility Requirements Document - Program summary, Project No. 669

    International Nuclear Information System (INIS)

    The staff of the US Nuclear Regulatory Commission has prepared Volume 1 of a safety evaluation report (SER), ''NRC Review of Electric Power Research Institute's Advanced Light Water Reactor Utility Requirements Document -- Program Summary,'' to document the results of its review of the Electric Power Research Institute's ''Advanced Light Water Reactor Utility Requirements Document.'' This SER provides a discussion of the overall purpose and scope of the Requirements Document, the background of the staff's review, the review approach used by the staff, and a summary of the policy and technical issues raised by the staff during its review

  8. 78 FR 22418 - Reassignment of Commission Staff Responsibilities and Delegations of Authority

    Science.gov (United States)

    2013-04-16

    ... Commission Staff Responsibilities and Delegations of Authority AGENCY: Commodity Futures Trading Commission... responsibilities, including delegations of authority, resulting from its recent reorganization of Commission staff... reassigned its staff and responsibilities to the newly established Division of Swap Dealer and...

  9. Occupational exposure of medical staff due to diagnostic X-ray examinations in veterinary medicine

    International Nuclear Information System (INIS)

    The implementation of the Council directive 96/29 EURATOM and the corresponding national Radiation Protection Ordinance and the X-ray Protection Ordinance coming subsequently into effect led to a changed situation regarding the occupational radiation protection in the medical sector. To reduce the occupational exposure of veterinarians and assisting staff in veterinary radiography is particularly challenging as, in opposite to human radiological examination, the presence of staff is indispensable to restrain the patient. Beyond that the relevant literature reports about too high and/or about unnecessary radiation exposures. To gain a comprehensive knowledge upon the possible exposure of involved staff, the variety of typical examination methods in veterinary clinics and at practitioners had been investigated during the daily routine. Dose measurements were performed for different employees during the examinations taking into account several places of exposure (lens, thyroid, chest, hand, gonad, and feet). Veterinary X-ray diagnostic examinations for pets as well as in equine radiography had been accounted for this study. In total, 101 examination methods, 4.484 accompanied examinations and 53.892 single dose readings resulted in a reliable statistical base to set up a 'Job-Exposure-Matrix' allowing the dose assessment for a variable number and kind of examinations. The 'Job-Exposure-Matrix' is believed to be a useful tool for optimization of occupational radiation exposure of veterinarians by appraising the height of a possible dose, forcing a review of the status quo and triggering the improvement of personal protection by establishing adequate measures. (orig.)

  10. The State of Higher Education for STEM LGBTQQ Faculty/Staff

    Science.gov (United States)

    Rankin, Susan

    2012-02-01

    It has long been understood---an understanding that has been well supported by research-based evidence---that institutional ``climate'' has a profound effect on any academic community's ability to carry out its tripartite mission of teaching, research, and service (Bauer, 1996; Boyer, 1990; Peterson & Spencer, 1990; Rankin, 1998; 2003; 2010; Rankin & Reason, 2008; Tierney & Dilley, 1996). With the acknowledgment that institutions differ in the level of attention and emphasis on issues campus climate, it is safe to say that a campus climate offering equitable learning opportunities for all students, academic freedom for all faculty, and fairness in employment for all staff and administrators is one of the primary responsibilities of institutions of higher education. The research also suggests that a challenging campus climate exists for LGBTQQ students, faculty and staff. Based on the literature, a challenging climate leads to decreased productivity, decreased sense of value to the community, decreased retention, and negatively influences educational outcomes (Settles, et al. 2006; Trower & Chait (2002); Pascrell & Terenzini, 2005; Whitt, Edison, Pascarella, Terenzini, & Nora, 2001). Little is available in the literature on LGBTQQ faculty in the STEM fields. This program will engage participants in a review of the results of the 2010 project with regard to the experiences of LGBTQQ faculty and staff in the STEM fields.

  11. Staff experiences in implementing guidelines for Kangaroo Mother Care--a qualitative study.

    Science.gov (United States)

    Wallin, Lars; Rudberg, Agneta; Gunningberg, Lena

    2005-01-01

    The aim of this study was to investigate staff experiences in implementing guidelines for Kangaroo Mother Care in neonatal care. The study was part of a randomized controlled trial, the overall goal of which was to assess the impact of external facilitation. A total of eight focus group interviews were held at two intervention and two control units. The establishment of a change team to implement the guideline resulted in activities that impacted staff behaviour, which in turn was perceived to influence patients' well-being. The guideline and contextual factors, such as leadership and staff colleagues' attitudes, were of significant importance in that process. The study intervention--facilitation--promoted implementation activities and was highly appreciated by the change teams. However, reviewing the development of events at one of the control units, the provided facilitation appeared to be no more effective than an improvement-focused organizational culture in which the nurse manager was actively involved in the change process. Overall, learning and behaviour change seemed to be a social phenomenon, something that greatly benefited from people's interaction with one another. PMID:15582640

  12. Lead thickness in shielding in the protection of radiodiagnostic staff

    International Nuclear Information System (INIS)

    The authors indicate the principles which can be used to apply cost-benefit analysis to radiation protection of staff in an X-ray department. The cost of saving radiation exposure to staff by varying the lead equivalence of lead gowns and lead protective screens is calculated. The cost is compared with the financial values of the detriment as assessed by the National Radiological Protection Board. The expenditure required to avoid a man-Sv for staff protection in diagnostic departments is suggested. In the examples taken it is found that the larger staff dose reductions, and often the cheaper reductions, can be obtained by reducing the radiation dose to the patient. There are, of course, major additional advantages to the patient in reducing this dose. (author)

  13. Engineering Staff Association Honors Snider And Williams For Outstanding Contributions

    OpenAIRE

    Crumbley, Liz

    2003-01-01

    Jeff Snider of Christiansburg and Beverly Williams of Pembroke have received 2003 Employee Recognition Awards from the College Association for Staff in Engineering (CASE) for their outstanding contributions and service to the college.

  14. Outstanding contributions of Virginia Tech laboratory staff recognized

    OpenAIRE

    Trulove, Susan

    2009-01-01

    Daniel L. Reed of Elliston, Va., laboratory manager in the Department of Engineering Science and Mechanics, is the winner of the 2009 Virginia Tech Staff Award for Outstanding Performance in Laboratories.

  15. Study on the Issue of Staff Training in Business Hotel

    OpenAIRE

    Qiumei Fan

    2009-01-01

    According to the analysis of characteristics of hotel business and business traveler, a business hotel will have new requirements to employees. So this essay puts forward new ways of staff training in business hotels.

  16. Staff confidence in dealing with aggressive patients: a benchmarking exercise.

    Science.gov (United States)

    McGowan, S; Wynaden, D; Harding, N; Yassine, A; Parker, J

    1999-09-01

    Interacting with potentially aggressive patients is a common occurrence for nurses working in psychiatric intensive care units. Although the literature highlights the need to educate staff in the prevention and management of aggression, often little, or no, training is provided by employers. This article describes a benchmarking exercise conducted in psychiatric intensive care units at two Western Australian hospitals to assess staff confidence in coping with patient aggression. Results demonstrated that staff in the hospital where regular training was undertaken were significantly more confident in dealing with aggression. Following the completion of a safe physical restraint module at the other hospital staff reported a significant increase in their level of confidence that either matched or bettered the results of their benchmark colleagues. PMID:10661079

  17. Wise honored with Research Staff Co-worker Award

    OpenAIRE

    Douglas, Jeffrey S.

    2006-01-01

    Virginia Tech alumna and employee Barbara Wise of Blacksburg, Va. was presented with the"Research Staff Co-worker Award" during the Virginia-Maryland Regional College of Veterinary Medicine's recent 2006 Research Symposium.

  18. An exploration of cancer staff attitudes and values.

    Science.gov (United States)

    McKegney, F P; Visco, G; Yates, J; Hughes, J

    1979-01-01

    A multidisciplinary team involved in the care of patients with advanced cancer including physicians, nurses, social workers, physical therapists, nutritionists, clergymen, enterostomal therapists, biostatisticians and administrative personnel were studied over a period of eighteen months. A prospective study of staff attitudes and values about life, disease, and medical care which focused particularly on cancer, cancer treatment and patients with cancer was undertaken. Data were gathered from the staff by written responses to the following instruments: 1) Rokeach Value Survey and 2) a Personal Attitudes Toward Illness Questionnaire. This longitudinal prospective study demonstrated the reliability of scrutinizing individual and collective staff characteristics in a cancer care team. Although most team members had minimal previous contact with clinical research or with patients with advanced cancer, increased exposure did not result in changes in staff attitudes and values over the period of seventeen months. PMID:481321

  19. What does Brexit mean for nursing and our EU staff?

    Science.gov (United States)

    Flynn, Hannah; Kendall-Raynor, Petra; Longhurst, Chris

    2016-06-29

    Currently there is free movement of labour and mutual recognition of nurse training and qualifications between EU member states. This means UK hospitals can actively recruit nurses from across the EU to cover staff shortfalls. So what now? PMID:27353905

  20. The Principal and Staff Development: Countering the School Culture.

    Science.gov (United States)

    Martin, Mary; Rogus, Joseph F.

    1979-01-01

    After addressing the problems inherent in developing staff improvement programs, the author offers starter planning steps for countering the energy drainage of teachers, countering the weak technology of teaching, and countering the feeling of aloneness of the teacher. (KC)